Twitter For Staying Sharp 0909


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Presented at TalentNet LIVE! Recruiting Conference Sept 11 2009 with goal of getting recruiters to use the channel to educate themselves about latest in trends, tools and techniques.

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  • You are here because you don’t want ot be caught unaware. How will you be tested? Who will test you? By the Client? – By the Candidate?
  • *but they will migrate and so you’ll have to keep tabs on where they are. Source: There is no question that the future of advertising will look radically different from its past. The push for control of attention, creativity, measurements and inventory will reshape the advertising value chain and shift the balance of power.
  • Tools: will not only filter but also learn from you Face recognition is already here ( My6sence – to be deployed in a few months to help filter twitter streams Youtube the #2 search engine on the planet Video search by image is already here – MOTION WILL TAKE OVER CLICK “ Awareness is Everything” FastCompany Sept 5 2009 The real shift comes when we move away from direct interaction and input, towards a world of ambient interaction and awareness. What prompted this line of thought for me was the story about the Outbreaks Near Me [2] application for the iPhone. It struck me that a system that provided near-real-time weather, pollution, pollen, and flu (etc.) information based on watching where you are--and learning where you typically go, to give you early warnings--was well within our capabilities. Business week issue dated Sept 14 2009 “This is your lifelog” discusses tools like Zeo, Bodybugg,Evernote and Lifescribe gadgets and websites to gauge, record measure your life on a continuing basis. Self awareness sets up an expectation that information on YOU can provide evidence of achievements for example that are retrievable.
  • Nokia’s Morph Opt-in is automatic for mobile CANDIDATES WILL DO THIS TOO!
  • Communities are well discussed by Charlene Li and Josh Bernoff in their 2008 book “Groundswell – Winning in a world transformed by social technologies” Harvard Business Press. Croudsourcing is where you ask your networks (groundswell) to provide you with ideas on who might fit the requirement as it stands or if the requirement itself might need tweaking. Best Buy recently used the network to get a better job description for a new position: Senior Manager of Emerging Media Marketing. …the job description was crowdsourced, and anyone with an interest was invited to post qualifications to the job role on Idea X, a forum for Best Buy customers and employees. The final job description spoke to the traits of the social media revolution we are all experiencing: humor, collaboration and authenticity. For instance, the revamped job description included a requirement that the Senior Manager "understand the following acronyms: RSS, SEM, SEO, PPC, CPM, CPC, LOL, IMHO, WTF, API, B2C, B2B, CTR, IM, PV, RON, WWW, TTYL, LMAO, ROTFLMAO, WYSIWYG and, most importantly, RTFM."** It's unlikely that Best Buy would have come up with that on their own. Welcome to the new world of recruiting, where the nascent list of organizations using Twitter and crowdsourcing to locate the best candidates includes a wide range of companies and industries: Accenture, Burger King, Hershey, Intel, Mattel, Microsoft, UPS, even the US Department of State.
  • Web robots will talk to other machines CANDIDATES WILL DO THIS TOO! Reaching out to the “Groundswell” or networks as discussed by Charlene Li and Job Bernoff in their Harvard Business Press book of 2008 has a nice description of a typical day in the far future of a Marketer in their last chapter.
  • – customers (usually 30 yo and upwardly mobile) can aggregate their data from several outside banks, brokerage and credit card accounts and get a complete financial picture in one place. is used by a Dutch bank ING and allows customers to compare their spending habits to others. (Business Week Oct 12 2009 issue)
  • Eric Schmidt’s short version of his Web 3.0 speech
  • *The Teacher of the Future A few weeks ago (July 24 th ), I wrote a post called In the Future, the Cost of Education Will Be Zero . In it, I argued that online learning technologies and open source materials have the potential to drive the cost of a quality education down very close to free and provide access to learning opportunities for people who otherwise couldn’t afford it. The post stimulated a lot of great discussion and debate. The marginal cost of education is being driven toward zero due to social media and innovative approaches to online learning like OpenCourseWare, Flat World Knowledge, and the University of the People. That’s because the nature of information is such that it can be created once at cost and distributed and consumed over and over again for free. “ Knowledge is, as the economists say, a non-rival good,” wrote venture capitalist Brad Burnham in May. “If I eat an apple, you cannot also eat that same apple; but if I learn something, there is no reason you cannot also learn that thing. Information goods lend themselves to being created, distributed and consumed on the web. It is not so different from music, or classified advertising, or news.” So in the future, the cost of education might be free, or nearly free, which could just level the playing field. Article: How to evaluate education in future candidates? What about ideas? @jsbelfiore: vid:Gary Hamel on Managing #Innovation ideas across the board have equal footing b/c of Internet; kind of devalued education or credentials 10.7.09 interview on CNN. How will their resumes look? More Important – Why does this change have to occur? Millennials push for faster/better communications, easier collaborations, free & pointed training*, career pathing that is zig-zag and also fast-tracked
  • Because of the evolution of tools, the question of its effect on the job of recruiters becomes important.
  • ERE’s Europe and Asia might be a different hiring trend. BUT Kevin Wheeler asks on Twitter 8.28.-09: @kwheeler Looking for your thoughts and comments. Is there a role for a (CTO) Chief Talent Officer? Kevin says CTOs will be more common by 2015. On the other hand a 2008 PWC report on “the Future of Work to 2020” says there is a possibility that HR will be totally outsourced although they feel too that there will be a CPO dominating the talent mgmt of larger corporations. In the recovery US – recruiting specialist to be rehired will be specialized and project mgmt responsibilities to handle key jobs and manage external third party resources like RPO, unbundled and bundled firms. See with Todd Raphael and Jeremy Eskenazi
  • Dorothy Beach has been in research for her entire career first as a scientist then as a field consumer researcher and more recently in recruiting in some of the largest companies in the US, including ACS Inc, Korn/Ferry and Procter & Gamble. She is a primary phone researcher as well as a secondary Internet Researcher with past responsibilities for head hunting, competitive intelligence, SharePoint and website development for research archiving as well as recruiting metrics and vendor relationships. Dorothy possesses an MBA in Marketing and is also certified in both Internet Recruiting (CIR) and Human Resources (PHR). Her blog, was created to showcase the latest trends (such as social media used for recruiting), tools and techniques used by recruiters for the initial phase of the recruiting cycle – research and name generation. Currently she is doing contract research for top billing recruiters while speaking and consulting on social media topics in North Dallas. Dorothy is also on the DFW Texas Recruiters Network board heading up the Social Media committee.
  • Twitter For Staying Sharp 0909

    1. 1. The Far Future of Recruiting … a discussion By: Dorothy Beach, CIR PHR Front End Recruiting
    2. 2. New tools but personal Integration will have a different meaning Networks will be your currency* You will act as a job broker Hiring Managers or Clients will be more of a challenge
    3. 3. Your search for candidates will use web-based intuitive tools My6Sense Search through video face recognition  Devices will be sensing you constantly and giving feedback Voice instead of text  - email will die
    4. 4. You will connect using a personalized, wearable mobile device Nokia's Morph
    5. 5. Where we are right now with mobile job marketing: SMS for college students... Can you croudsource candidates? Companies will create communities
    6. 6. Bots will get your company target information or job profile for you while you zzzzzz… Did you read “A Day In The Life…?
    7. 7. Integrations by 2012? <ul><li>Between social media, ATS, website and HMs (can you say CRM? What about CI and market information?) </li></ul><ul><li>All accessible to mobile devices </li></ul>‘ Hear of
    8. 8. Integration will all be on the web (3.0) – apps mashed up only for your needs Eric Schmidt's Address
    9. 9. Expectations of Millennials & Gen Ys <ul><li>Expectations of Millennials – transparency, pointed training, fast-track, easy collaboration </li></ul><ul><li>Gen Y will take it for granted by the time they hit the workforce in 2015 </li></ul>Gary Hamel on Hiring Managers of Future
    10. 10. The recruiting job… <ul><li>A.) Will recruiting careers split into specialties? </li></ul><ul><li>Candidate and HM profiler, career developer or advisor, talent manager, analyst, vendor and contract manager, community recruiting manager, job broker for temps… </li></ul>
    11. 11. The recruiting job… <ul><li>B.) Will recruiters become a project manager of all of the above and use an array of tools to do these jobs? (or maybe just one tool) </li></ul>
    12. 12. The recruiting job… <ul><li>C.) Will recruiters cease to exist at all? </li></ul><ul><li>HMs have the same access to these improved communications tools </li></ul>Because talent is so important they will be more responsible for it
    13. 13. What I think you ought to do… <ul><li>Keep up with the technology – take all those baby steps </li></ul><ul><li>Prepare lines of argument to your clients or hiring managers – or better yet: </li></ul><ul><li>Make sure they get an ongoing stream of info telling them what is changing in talent’s expectations </li></ul><ul><li>Your own research is most valuable </li></ul>
    14. 14. I’ll listen to your opinions… Invite me to LinkedIn: