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    Welcome to Wiki

    Today we launched the RIT Human Resource Development Faculty wiki (internally we are using the term Community of Practice).  Access the wiki at rit-hrd.pbwiki.com (by invitation only, if you are an RIT HRD faculty member send me an e-mail if you did get not your invite).  We envision the wiki as a resource and tool for faculty to share best practices, learn from each other, and get to know each other a little better as well. 

    This project was started by I comment I made back in the spring to Professor Donna Dickson, after receiving one of her 'Dear Faculty, here is some information you may find useful' e-mails. My comment was simply, 'I wonder if a wiki would be a better way to communicate that type of information', as well as provide a collaborative, dynamic, knowledge platform, you know all the classic benefits of wiki. 

    Once I set up a brief demo using the awesome PbWiki product she jumped right in and supported the project.  Over the summer we met several times to discuss the goals for the wiki, the basic structure, and some ways to give us the best chance for adoption and success.

    Here is the what the home page looks like - really clean, simple, and easy to navigate, hallmarks of PbWiki (click the image to see it in full size).

    I am a huge proponent of wiki technology, both in the classroom and out as an enabler or platform for enhanced collaboration, knowledge sharing, and improved productivity.  I could post on and on about wiki, but for this post, I am content to acknowledge the HRD wiki launch and also say thanks to Professor Dickson for her support and enthusiasm. 

    And also thanks to PbWiki which I recommend highly.

    The wiki will only be as good as the contributors, and I am confident that our group is just the type to embrace the Community of Practice.



    Recruiting and Twitter


    A student asked me about how companies are using Twitter for recruiting. There are really several differennt aspects of using Twitter for recruiting that I see for the corporate or professional recruiter:

    Communicating or Advertising your opening

    1. Straight up adverts - Tweet something like 'Hi - we are looking for a Java developer - details here -  www.job.comp.com. This might be the least effective method, but it has an advantage of being quick, simple, and free. Realistically, the success of this approach depends in large part, to the maturity and size of your Twitter network, which I will expand upon in a follow up post.

    2.Use TwitHire to generate your job posting tweet. TwitHire gives you a simple form where you fill in Job Title, company name and URL to the job, then posts the Tweet directly to Twitter from your Twitter account.  The nice thing about using TwitHire is the Tweets are readily identifiable as Job posts. Here is an example (click on the image to see it full size):

    3. If your Corporate Job Site or other recruiting site (like Monster) can generate an RSS feed, you can use Twitterfeed to 'push' the new job postings via RSS directly to your Twitter account, or to a dedicated 'Company Jobs' Twitter account. Each time a new posting is made on the source site, a new Tweet will be sent with a link to the job advertisement.

    Using your Network on Twitter

    4.Simply Tweet - 'Hey, I am looking to hire a few great engineers, contact me if you are interested'.  Leveraging the folks who already follow you on Twitter can give you a great source of candidates. Again, the size and maturity of your network is key here.

    Using Twitter Search

    5. Twitter Search can be a useful way of uncovering potential candidates, or at a minimum contacts that you may be able to network with to build your Twitter reach.  Twitter search is just that, the ability to search the public steam of Tweets for words or phrases. Here is an example I found searching for the words 'job' and 'java' (click on the image to see it full size):

    Twitter is fast becoming an important resource for recruiters, particularly ones recruiting in technical and graphical design fields. 

    What are some other creative ways you can leverage Twitter in your recruiting?


    Where is my choir?

    Since I have been researching and teaching my HR Technology class I have tested a really large number of web services, software programs and concepts in my preparation for class. 

    Certainly many are the most obvious types of products that would have direct application to the study of HR Technology, vendors  like SuccessFactors, Halogen, Taleo, and SpectrumHR come to mind. 

    But I found that as the class content started to evolve and mature I introduced Twitter, Second Life, Socialtext, PbWiki and SelectMinds.

    And I have even spent time on the 'utility' type Web 2.0 services, while not really designed for HR applications, could certainly support many HR initiatives.  Some of my favorites are Zoho, Box, Meebo, FlickR,and Slideshare.

    And like any good worker, I have tried to educate our internal HR folks and other colleagues on some of these tools and services.  And while I fully understand that we are knee-deep in the muck of a train wreck of an Oracle R12 upgrade (a whole other story for a different post), I have been really disappointed in the general lack of interest in exploring quite frankly any of these tools in our own organization.

    The couple of folks I could convince to get on Twitter are sure it is a goof.  Two different attempts at kick-starting some internal wiki development are stalled (I still post to it, I am stubborn), and you would have thought I committed a crime when I told an internal training class that the presentation was on SlideShare and I would gladly give them the link.

    (Here they are by the way - I know they are ugly have not had time to make them over)

    Irc Training Slides
    View SlideShare presentation or Upload your own. (tags: irecruitment recruitment)

    I know, people are busy, don't bother them with superfluous garbage like Twitter and Yammer.  Leave Facebook for the Admissions department.  I wonder if this organization will ever be ready to embrace the new Web 2.0 world.

    And I also wonder how long it makes sense to keep preaching, when there seems to be no choir?


    Is the job candidate too hip for you?

    A few weeks ago I was doing a training session for a hiring search commiitee on our online Applicant Tracking System . It was a routine session, one I have done 20 times before, the standard stuff - here's how you log in, here's how you find your candidates, here's how you review their resumes.  It was routine right up to the point when I clicked on the link to the first candidate's resume and we were all presented with something like this:

    It was a resume, or CV, built using the VisualCV service. Visual CV describes their service as "A better resume, online. Include video, pictures and a portfolio of your best work samples. Securely share different versions with employers, colleagues and friends, and control who sees what."

    It is also free for candidates to use, which is nice. 

    But the ability for the candidate to effectively create a 'applicant website' using Visual CV is very powerful.  Add videos showing your skills or demonstrating a product you have developed.  Add slideshows showing off your designs and ideas. Include audio clips of clients attesting to your wonderfulness. Link to your blog that contains evidence of your thought leadership and expertise.

    Back to my training session. 

    The thing I immediately noticed was that the hiring committee had no idea what they were looking at.  I had to stop the training to explain and practically demo Visual CV for them, and explain how a candidate who would create a Visual CV is certainly one comfortable with new technology and was on the cutting edge so to speak. I even advocated giving this candidate extra points for creativity and vision.

    The moral of the story?

    More and more of your candidates will be using services like Visual CV, giving you their blog address, and their LinkedIn or Facebook profiles to use in your evaluation process.  Don't stay hung up on the old classic 'paper resume in Word format' paradigm.

    Your candidates are moving forward, your hiring thought processes need to move forward as well.



    A 1997 Ford Taurus

    Ah 1997, Elton John's Candle in the Wind was on the charts, PDiddy was still Puff Daddy, and one of America's top selling cars was the Ford Taurus.  Maybe you bought one, or more likely had one as a rental car. I swear I drove a Ford Taurus something like 72 weeks in a row when I was consulting. 

    Stylin' in the Taurus

    She's a beauty, no?

    You know what else you might have purchased in 1997?  Your ERP system. The same one that still runs your HR, Payroll, Accounting and Distribution processes.  In 1997, about $14B was spent by organizations on ERP.  By now you would have had to go through two or maybe even three significant upgrades, each one getting progressively more complex, costly, and lengthy.  But underneath it all, the chances are the 'core' of the system is still largely the same as the 1997 model.

    What about your business? How many things have changed since 1997?  Would you still make the same ERP purchase decision today that you did in 1997, when chances are you were in a panic over Y2K and you were pretty sure your Cobol mainframe system was going to spontaneously combust.

    Is it really time for your organization to begin to let go of the loyalty to a system you bought in 1997? 

    Many organizations still feel the need to only look to their ERP solution and try to add-on HR Talent Management functionality, rather than do a comprehensive assessment of the market, the business issues, and make an informed decision about technology. 

    You eventually sold (or junked) that '97 Taurus, didn't you?