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    Entries in Social Media (42)


    Reactions to notifications from various social networking sites 

    In no particular order of importance (and likely no overall importance whatsoever)

    "Person you don't know wants to be your friend on Facebook"

    "Who?" followed shortly by "Why?" followed shortly by "I really dislike Facebook already, I can't see how this will make it better." (Aside - Facebook is one of the few services that gets worse the more you use it. )

    "Person you don't know has just followed you on Twitter"

    "   "

    "Person you know has sent you a Direct Message on Twitter"

    "Please send me an email. I don't need another 'Inbox' to have to ignore."

    "Person ABC has mentioned you in their 'Follow Friday' tweet"

    "I remember 2008 too."

    "Person you don't know would like to add you to their professional network on LinkedIn"

    "Yes" followed shortly by "Please don't send me any LinkedIn messages. I don't need another 'Inbox' I have to ignore."

    "Person ABC is now following you on Quora."

    "Oh yeah, Quora. I should really try and attempt to answer a question on there someday.... Nah."

    "Person ABC has added you to their Google+ Circles."

    "People are still doing that? Huh."

    "Steve - here are some Pinterest boards we think you will like!"

    "Pinterest - it is pretty clear you don't know a thing about me."

    "Person ABC started following you on Instagram."

    "Be prepared to be consistently bored."

    "Person ABC wants to be your friend on Foursquare."

    "There are about three people that need to know where I am at any given time. You are not one of them." also "You will come to learn that I go to bagel shops a lot."

    "Person ABC favorited you page on About.me"

    "Now come on. About.me? Really? I am embarrassed to even have an About.me page."

    It does all seem a little silly sometimes, doesn't it?

    Happy Tuesday.


    You don't have to social network to make it

    Cleaning out some old 'saved for later' items in my RSS reader over the weekend and I re-visited this gem from Bob Lefsetz, 36 Things We've Learned which ran a few weeks back on the Big Picture site. 

    In the piece, which is simply a series of observations about the modern music industry (but certainly could be relevant to any number of fields of endeavor, particularly ones that have undergone significant change and disruption from technology, social networks, or other external influences), Lefsetz shares this 'learning' regarding social networking, which is below:

    22. You don’t have to social network to make it.

    You’ve just got to do great work, constantly.

    An interesting observation at least, if not a true 'learning.' But one that at least made me think for a little while. In our little corner of the world, the Human Resources/Talent Management space, it seems like lots of people, many of whom I know and respect quite a bit, the 'early social tech adopters' have spent lots of time and energy and pixels exhorting the 'rest' of the profession to get on board with social technology and social networking in a professional context.

    Still in late 2013 I see folks giving presentations and talks aimed at mainstream HR professionals and designed on 'selling' the benefits and importance of social networking for these HR/Talent pros. These kinds of sessions usually take the position of trying to convince the slow adopters or disbelievers that they have to get on board, or risk getting passed by or marginalized.

    But I wonder, or at least I ask you to wonder for a moment, if that advice is actually true, or at least mostly true. What if Lefsetz is right, and doing great work is really what is needed and that trumps the need or desire to simply 'network' more, (social or otherwise).

    The last CHRO I worked for (at a publicly traded company with 5,000 employees), achieved that lofty position in 2011 or so without having so much as a LinkedIn account, much less a professional blog, active Twitter feed sharing the latest from Harvard Business Review or a leading or even participating in one of the daily Tweet chats on HR and Talent topics. 

    But she did great work. Had great mentors. Built a great and loyal team. Earned the respect and trust of the rest of the C-suite.

    Spent the time doing great work and not worried at all about social networking.

    Or to take a slightly different take on the issue, just ask yourself this question today - is that hot article or blog post being shared all over social media today really any good? Does it really have any non-obvious important insights? 

    Or is it just being tweeted a lot?

    Happy Monday. Look out above your head in case an Amazon drone is buzzing.


    You're not just the product, you're the (unpaid) employee too

    With the rise and subsequent IPOs or gigantic acquisitions of the largest social networks like Facebook, Twitter, LinkedIn, and Instagram, an often-repeated observation about the users, (and source of content/value) for these platforms has been, 'You're not the customer, you're the product.'

    The idea in the sentiment is simple - the end users of these social networks create all the content via status updates, photos, or in the case of LinkedIn, a catalog of all your professional credentials, and the owners of the networks then package, parse, and sell this information to (variously), advertisers, 'power users', or other services. And as long as the individual value equation for consumers/users remains in balance, i.e. you feel like you are extracting more value out of say using Facebook than your perceived cost of allowing Facebook to sell ad space that shows up in your feed every time you open the app, then you happily will continue to use the service, supply more content/inventory, and keep the machine running.

    Remember, you are not the customer, you are the product.

    But if you are the product, or more accurately, you are an active contributor to building the product, then would it be too far a stretch to say that you are also the employee?

    Take a quick look at this piece on Business Insider about a recent case being raised by some power users of the review site Yelp, that derives all of it's value from the end user comments, ratings, and reviews of restaurants and bars.

    A group of reviewers recently filed a class action lawsuit against Yelp, claiming that the company should treat them like employees and pay them for their reviews.

    The suit argues that since Yelp's business model and success is dependent on its over 42 million user-submitted reviews, the company technically employs those users and should fork over some cash (wages, reimbursement of expenditures, and damages). The plaintiffs believe that willfully volunteering to share their thoughts about a business makes them employees because Yelp can only make money if it has their reviews.

    Yelp, which went public in 2012, told Circa that the case is a "textbook example of a frivolous lawsuit" and said that the law does not support the idea that voluntarily using a free service equates to an employment relationship.

    Sounds kind of crazy, right?

    I mean, Yelp or LinkedIn or Facebook does not force you to create content for them or to have a profile on their networks.

    There really is no hint of an employment agreement or relationship that is established between any of these services and their users. So it does seem on the surface anyway, that the Yelp user's lawsuit doesn't have much merit.

    But if we seem to pretty easily accept the entire notion of 'You are not the customer, you are the product', then why doesn't it make logical sense to take it to the next step, in that you as one of the millions of builders of at least an element of that product should not be compensated somehow?

    Every time I get an email from LinkedIn pitching me to upgrade to one of their premium, paid accounts of some kind, I have the same reaction (I say this out loud too, although no one seems to listen) :

    "Pay for a LinkedIn account? They should be paying me."

    And they should be paying you too.


    WEBINAR: Engaging, not stalking - or how to make eye contact without looking like a maniac

    It is pretty easy to toss around phrases like 'HR is the new Marketing' and 'Recruiting is really just sales'. Those chestnuts have been the topic and title of many a blog post, conference presentation, and yes, webinar. But it is a lot harder to think, act, and execute like a marketer that has to find, attract, nurture, and close prospects than it seems on the surface. But fear not my friends, help is on the way to help you amp up your talent attraction efforts and get you executing like the best Madison Avenue big shots.

    The gang at Fistful of Talent are back, this time with my friends, (and 'Awesome New Technolgies for HR' selection), from Jobvite for the latest FOT Webinar titled '5 Easy Ways For Recruiters to Engage Talent Pools – Without Looking Like Complete Stalkers' to be presented on October 3, 2013 at 1:00PM EDT.

    Sign up for the FREE webinar and the gang at FOT will hit you up with the following:

    • A simple definition of what a talent pool is, how you organize it in your ATS, and how to manage the concept of “opt-in” to the people you include in that talent pool.  The definition of who gets included and “opt-in” is important, because you’re gong to broadcast a bit over time– which will feel different (in a good way) to candidates included in the talent pool.
    • A checklist of information you already have access to in your company that those passive talent pool candidates would love to hear about.  It’s a checklist!  All you have to do is go find the info we list and you’re golden.
    • Data on best practices in thinking like a marketer (do you use email, LinkedIn, snail mail, text, etc.) to engage your talent pool – without looking like a stalker.
    • Grand Finale, we’ll deliver the top 5 ways to engage talent pools – and for each engagement method, we’ll list what the communication looks like, where to find the information and why doing it the way we recommend is the best practice

    And as a Special Bonus the crew will give you a monthly calendar of what to do and when to do it related to our list of 5 ways for you to engage your talent pool. It couldn’t be simpler than that.

    It’s time to make the talent pools you’ve built in your ATS actually like you and your company.  Join FOT and Jobvite on October 3, 2013 at 1pm EST, “5 Easy Ways For Recruiters to Engage Talent Pools – Without Looking Like Complete Stalkers” and they will show you how.



    The next evolution of corporate social media management

    Just might be something like Beatrix - a new 'advanced virtual social media assistant' that can assist organizations, (or individual 'thought leaders' as well I suppose) in their quests to become 'social media rockstars.'

    How does it work?

    Unlike more well-known social media management and scheduling tools like Buffer or HootSuite, both of which allow an organization to schedule and plan social media activity, Beatrix not only helps wth the scheduling of social media updates, it actually helps find and select the actual content as well.

    Let's say a local pizza shop wants to buff up its social media presence. The organization can then give Beatrix a few keywords to focus on - like 'pizza', 'wine', or 'sandwiches', and the Beatrix algorithm finds interesting content from around the web and sets it up to be shared on the company's social accounts.

    Here is what Beatrix says in her own words...

    The algorithm creates instant content plans for you. Stuck for things to say on social media? Beatrix will plan out your week. No time to post? Beatrix will post for you at times you specify. Beatrix does everything a social media intern does.

    Just like a real assistant, Beatrix emails you a new content plan every week. If you like it, Beatrix will post that content throughout the next week. Or tell Beatrix what's wrong and she'll create a new plan. Beatrix gets smarter the more you use her. And she never misses a deadline

    A 'smart' social media assistant that takes your input, seeks, finds, schedules, and shares interesting content related to your business, and keeps you abreast of the ongoing content plan? An automated service that not only decides for you when to post to social networks, but what to post in the first place?

    That sounds pretty awesome to me.  Of course maybe it is because I spend ridiculous amounts of time looking for good content to share, (and blog about).

    Sure, someone out there is likely to respond with a comment like - 'That's not what effective social media is all about. Companies need to be authentic or personable or real, or some such.'

    Maybe.  Or maybe most of us just really want our fans and followers to think we are on top of our industry, and are sharing relevant and interesting content about what they are interested in. 

    And if that is the case, then why wouldn't an algortihm be just as effective at that task as a social media intern who is counting the days before he or she can head back to school.

    Have a great week!