Great idea from a candidate - Self Promotion from Your Twitter Followers

I doubled up on an interview today with my Marketing Manager and a candidate for our recently posted Communications Developer and Editor position at Aritzia. She passed along a great tip that I thought I would share with any candidate on the search for a golden opportunity right now (and, please don't all try this with future Aritzia jobs). In order for her to ensure her resume got to the top of the pile, the candidate started a Twitter account shouting out to her fans, followers and friends to vote on how cool a blogger she was and how we should consider her application. Now, I can't divulge where we are at in the hiring process, but I still thought it was an idea worth sharing!

Increasing My Comfort Level with Social Networking and Recruiting

Since Linkedin came out a few years ago, I jumped at the chance to engage with colleagues and network with HR professionals world wide. But I was somewhat reserved when it came to Twitter and other tools to get my thoughts out. Now things are getting easier and there are even more tools to help you streamline your activities.

I remember when I first signed up with Twitter last year. I started sending out a few tweets here and there. I started following a few folks that I knew of. But then all of a sudden I started getting all these people following me...and not even requesting to follow me, as you receive on Facebook and Linkedin. I felt completely invaded and that my thoughts were on full view to the world. Yikes! I also started reading some draw-backs to using Twitter, like the Cisco Fatty incident, and more. That really deterred me from using the site altogether.

But that's not typically my attitude to most things I don't understand. So I started to investigate more into the whole purpose behind twitter and what the benefits could be to my company's brand and my own personal brand as an HR professional. I started following HR bloggers such as Fistful of Talent, Punk Rock HR and HR Capitalist. I started this blog and was really active...but then got side tracked (by the way, I'm back and have more ideas on how I can blow this out more). I've learned the trick is to stay on top of all of these tools, sites and resources. It's constantly changing, getting upgraded or tossed. And I thought the leap from Beta to VHS to DVD was fast (lol)!

Last Friday, I attended a session, hosted by BCHRMA and the HR Tech Group's Recruitment SIG, on understanding social networking tools. It was led by Barbara Agostini from NAS Recruitment Communication. Barb simplified many of the social media sites out there today and revealed some great tricks to help get you started. Here are some of my take-a-ways:

• Great examples of career portals - Ernst & Young, Freddie Mac, Cisco, Best Buy, and local sites included - Elastic Path
• Facebook - largest increase in new users is over 50 yrs. old and largest group still curently using Facebook is 18-24 years old.
• Facebook advertising is a low cost and easy to manage method of posting new positions in your company. Plus you can track the amount of visitors to your posting.
• You Tube is ranked #5 as most used social media tools. Some companies have seen recruiting success, like Cisco and their recruitment videos.
• Linkedin also offers advertisement spots (on top of your inbox and down the right hand margin). This site might be better suited for the "professional" roles you need in your company.
• I just added the Linkedin Toolbar for Outlook, based on Barb's advice. It's a great time-savings and you can easily add people to your network without having to login to Linkedin every time.
• For more understanding on how to maximize the usage of Twitter, check out http://mashable.com/guidebook/twitter/
• Companies that are using Twitter well - RogersCareers and MunicipalJobs
• Tweet Deck helps you house all of the social network sites you are following
• Wink - allows you to see all of the sites your network is using

A couple of other tips - whatever your method, it needs to open up dialogue to your audience and needs to appeal to your end user.

I'm still learning and experimenting. Love to know what you think!

Does EIQ still have a place in the new era of business?

I was first introduced to the concepts of Emotional Intelligence Quotient (EIQ) over ten years ago. I went through an assessment that acknowledged my ability to identify whether I was happy or sad; whether I could recognize happiness or sadness in others; whether I would react with the appropriate emotional come-back; and whether I could monitor my own levels of happiness or sadness. When you are working with people, all this sort of stuff can be really useful, right?

Based on my obvious curious nature, I read books and articles, mostly through Harvard Business Review and the sensationalized works of Daniel Goldman. These resources marketed the benefits of knowing your EIQ and the your colleague's EIQ. We all walked around diagnosing each other - "high empathy", "low mood monitoring", etc. After the initial interest died down, we discussed how this could add value to our hiring and development practices with future leaders.

When hiring potential candidates, EIQ used in isolation can be costly. By relying on what an assessment tools concludes as being a candidate's natural tendencies, is very different than how a candidate would act in a real-life situation. That is why I would always recommend utilizing behaviour based questions in tandem with the EIQ assessment to determine whether a candidate will be a good fit for the role and organization. Likewise, when developing future leaders. I would not rely of the EIQ summary to help determine the promotion or succession plan of our next CEO. EIQ is a data point and can change based on a person's circumstances, context and time spent reviewing and answering the questions. Folded into a leadership development program that includes 360-degree, mentoring and professional and/or peer coaching can be very effective.

Here are some thoughts from other HR pros:
http://www.linkedin.com/answers/career-education/mentoring/CAR_MEN/326556-933031

I took another EIQ assessment a few weeks. Night and day difference from the one I took 10 years ago.

The Better Manager: Women vs. Men. Is there a difference?

Some think yes. Some academics have studied the results (don't ask me to insert a link 'cause I don't have one). Being a woman and HR, I don't reallyhave a preference as long as there are leaders that can transform an organization when needed, can act with empathy, and can get results with their people.

Others have very clear ideas about women leading versus men leading. http://www.nytimes.com/2009/07/26/business/26corner.html?8dpc=&adxnnl=1&adxnnlx=1248613279-JEW0dz7C3wWnMeo7TQyxSw

You decide.

I have found though, in the tech community, women make up only 15-20% of a company's demographics. They want leadership roles, but struggle to be heard. There is a secret expectation that their skills should be obvious to the men who make most of the decisions regarding performance and promotions. Not so! In a heavily male dominated industry, women may need to stand out more and acquire a different tool kit to be heard.

Here's a few resources to look at:

Women Leading Women at http://www.tekara.com/learning_wlw.html

Effective Public Speaking (12 week course, BCIT, MKTG 1323)

Organizational Influence and Persuasion (12 week course, BCIT, ORGB 2455

HR Training: Compensation and Benefits 101

Need to brush up on the foundations of compensation practices, or understand which federal laws impact compensation and benefits decisions, or need to put in place multiple country compensation programs, why not check out ERI.

The Economic Research Institute or ERI has a wide range of online self-study resources for all things relating to compensation and benefits. You can sign up for online sessions immediately for free. Or if you pay $25 you can receive accreditation towards your PHR, SPHR, GPHR.

http://www.eridlc.com/

Leadership Team Strengths

What if your team is missing something? What if we keep hitting a wall and can't get through the blockade?

Tom Roth and his book Strengths Finder 2.0 suggests that you don't need to give up on the team. http://gmj.gallup.com/content/113338/What-Makes-Great-Leadership-Team.aspx#1

Instead, identify what strengths are shared amounst the collective group. Celebrate how those concentrated efforts have created successful moments in the organization. Now, look at where the group has a lower amount of strengths. Ask yourself, what would be the downside of not having these strengths on our people? Our clients? Our products? What would we need to do to compliment these strengths?

And it doesn't mean you have to eliminate members of the team. It just mean you might need to ask for help, use various resources inside or outside the company, expand the team's skill and capabilities, etc. Lastly, be aware of what strengths your group has in common and plan how everyone's strengths can be maximized.

I can't believe I haven't written on my blog since April!!! That's a pretty long time to ignore something. I guess I was looking for something to inspire me to continue. I've been reading, surfing and chatting on various topics.

Found this tidbit today on IDEO Method Cards. Love this concept! I used to use Chiji processing cards years ago. It's the same thought process. Basically the random pictures on the cards can help get the group a log-jam and back to breakthrough thinking.

Check this out!

http://www.fastcompany.com/blog/craig-pelkey-landes/httpcplcreativewordpresscom/ideo-method-cards-turn-um-7

Dave Ulrich Webinar - HR in Difficult Times: How HR should add even more value!

The HR Alumni, is delighted to invite all Management and HR professionals to attend the first in a series of Free expert Web Seminars presented by Professor Dave Ulrich, Professor of Business at the University of Michigan.

http://hr.wtgalumni.com/docs/prof-dave-ulrich-webinar

Date: 24th April Time: 14:00 – 15:00 GMT

You'll walk away with...
• Understand the current economic crisis
• Identify how HR can add value in this crisis
• Recognise specific actions that can be taken in HR, Leadership and Business
• Perform your competencies to be a successful HR professional

Volunteerism’s Impact on Talent Management

Volunteerism is the willingness of people to work on behalf of others without being motivated by financial or material gain (from Wikipedia)

As companies struggle to maintain employee engagement in these turbulent times, organizations need to react creatively to re-inspiring their employees. Look to volunteerism within your organization. Taking part in a community action program encourages team building and camaraderie. It has also been linked to increases in productivity back on the job.

This article from Talent Management Magazine emphasizes how volunteerism can re-engage your employees and promote your company through community involvement.

http://www.talentmgt.com/talent.php?pt=a&aid=915

And, here's the first event you can get involved with in Vancouver - Earth Day at Jericho Beach on April 18, 2009. Plant 4000 trees in one day. What a great way to get your employees outside, working together, and doing something great for the habitat! They can even bring their friends and family members to help out.

http://www.evergreen.ca/earthdayvancouver/

Canada's Best Workplaces

During these uncertain times, there are still companies leading the way in engagement. According the Great Place to Work Institute, to create a great workplace, managers must build trust by practicing credibility, respect and fairness, and by encouraging pride and camaraderie among staff members.

http://www.greatplacetowork.ca/best/list-ca.htm

The 2009 survey not only provides the list of Top Companies, but also shares cumulative feedback from Canadian employers and employees on their feelings about work and their workplaces in 2009 compared to last year.

For example, this question was asked: Most important issue facing your organization in the coming year?

Top 5 2009

1. Leadership Development - 18.3%
2. Employee Retention - 16.7%
3. Recession - 16.7%
4. Building Corporate Culture - 8.3%
5. Middle-Management Competencies - 8.3%

* Other - 31.7%

Top 5 2008

1. Recruitment - 30.3%
2. Employee Retention - 21.2%
3. Talent Management - 13.6%
4. Leadership Development - 7.6%
5. Maintaining Culture while Managing Growth - 7.6%

* Other - 19.7%

Will she stay or will she go? Retaining women in the workforce

I had the pleasure of meeting Lisa Martin, author of Briefcase Moms and owner of Martin Group International. Lisa has been coaching women and consulting with organizations on how to retain women in the workplace. Through her book and services, she provides women with effective tools to get grounded in the values that suit their needs and help them shift to a more balanced approach to career goals and family life.


Lisa has been working with companies like Deloitte and Price Waterhouse Cooper, as well as speaking at the Vancouver Board of Trade to inspire organizations to take a different look at their retention strategies when women go on maternity leave, or are just returning from a year long absence.


Take a look at a recent panel session she led at the Vancouver Board of Trade:

http://www.boardoftrade.com/vbot_speech.asp?pageID=174&speechID=1264&offset=&speechfind=)

Here's the link to her website:

http://www.coachlisamartin.com

Sign up for the Human Capital Institute today! Attend FREE webinars weekly on various management and human resources practices. There are various membership levels that can expose you to more resources, local conferences, etc.

http://www.humancapitalinstitute.org/hci/hci.home

Great resource website for HR Professionals and Managers

Here's a great site that offers new articles and resources daily for HR Professionals and Managers.

https://www.hrtools.com

LinkedIn - Use LinkedIn to Market Yourself, Your Products and Your Company

I have fallen head over heals for Linkedin. I have been on it now for almost two years, but am now just starting to maximize its potential.

Two weeks ago I attended a session with our BC HR Tech Group. We brought in Steve Barham, Senior Account Executive with Linkedin. Not only did he sing the features of Linkedin he also compared its effectiveness to other social networking sites, like Facebook, Twitter, You Tube, etc. Linkedin maybe ranked around #20 of all social networking sites, but it is #1 as the professionals choice for networking.

Check it out for yourself...
http://linkedinformarketing.com/ceo-of-linkedincom-gives-you-tips-on-how-to-use-linkedin/

So here are 10 Tips to maximize your company profile on Linkedin and get access to more talent out there:

1. Create and administer your Employee and Corporate Alumni Group -connect with employees past and present. Keep them update to date with what is going on in the organization and keep the word of mouth alive.

2. Improve your Company Profile page - after you get enough employees populating Linkedin, the admin support will create a FREE company page. They will provide a brief summary of your company, related companies, key statistics about your employee, and a list of current, past and most popular employees. You can update this page with your company address, website, blogs, specialties, change the company summary, etc. It's FREE so take advantage of promoting your employer brand image.

3. Join relevant industry and recruiting groups - Post resources, tools and useful information for your group network. Even if you are not connected to all members of the group, your messages go out to everyone and appear on their Home page. Also respond to other people's posts. Sharing information is a great way to expand your network - good Karma always comes back to you!

4. Use Saved Searches - You can save up to 10 searches and get alerts over email when new people match your search. Then you can decide to invite them to connect.

5. Broadcast Job Openings via your Status Bar - let people know who you are looking for. Provide a link to your website's career page so candidates can go there directly. Also post jobs on your Alumni Group Page so previous employees can either re-apply or refer you to someone in their network that would be a good fit.

6. Ask & Answer Questions - Look at questions posted from everyone in your network - that's your 1st, 2nd and 3rd degree network. Choose to post and answer. Again a great way to be transparent and share what you know with who you know.

7. Create Polls - Ask a question of your network and capture responses in a poll. E.g. Who is going to the Game Developers Conference in Vancouver on May 12-13?

8. Use Linkedin Applications - Savvy-up your profile page and share more with your network.

9. Create Events - let people know what you are up to and how they can get involved. Allows you to provide meeting information, venue location, time, etc.

10. Good Manners - Always be courteous and check your spelling and grammer. When sending an InMail or sending an invitation to connect, make sure you leave your full name, position, company name and contact information. Make it easy for people to click the "accept" button because they remember you, and not because they have to go back to your profile.

Have any other great tips to share with people - feel free to leave them here!

Innovative Thinking: Inside IDEO

Ever wonder how to get an idea off the ground...or is your team stuck in a rut? Get some inspiration and ideas from this group of wacky idea-generating gurus!

By the way, TED is great for finding out about new approaches to creativity and thinking!

http://ca.youtube.com/watch?v=z6z-3ejvvGE

Warp Speed

Welcome back!

I took some time off from my blog...but now I'm back for 2009. I've been trying to stay on top of things from a "global economic downturn" perspective, but the real challenges are the ones I deal with on a professional level everyday. It's so easy to get distracted with everyone's woes that you forget to remain focused on things you can directly effect and impact. Like your team...what is your team up to right now and are their working at warp speed. When change is occurring all around us, and certainty is lacking, teams can lose sight of their goals, communication can slip and ideas are untapped.

Try this activity with your team and encourage warp speed!

Warp Speed

Materials

1 Throwable Object (Small Balls, Dog Toys, Etc.)
Timer (stop Watch or Watch with a second hand)

Directions

· Start by asking the group to stand in a circle and throw the ball back and forth from person to person so that everyone in the group gets it at least once, and it ends up back at the first person. Without telling the group, time the activity.
· Once the activity is complete, tell the group the time in which they completed it.
· Then explain: "We are now going to see how quickly we can send this one ball from start to finish through the system. The only rule is that the ball must pass through the system in the same order that we have already established. (IMPORTANT: how you frame this rule will define the boundaries for how this task can be accomplished.) I will start time as soon as the ball leaves the first person, and I will stop time when it returns to him/her. You may begin when ready."
· Time their first attempt. Applaud their attempt, whatever it is (one second per participant or longer is quite normal). And prompt them with "you can do better."
· Allow for planning, additional attempts and more planning. At some point the group will ask you how fast this can be done or how fast you've seen it done or what the ultimate goal is.
· Answer for most groups of 20 people or less - less than one second.
· Continue until the group attains the elusive "warp speed" or ceases to be actively engaged in trying to reach it.

Facilitator Notes

· Once the group learns of the goal (of less than 1 second), expect responses like "no way" and "are you kidding?" This will however alert them to the fact that the whole system needs to fundamentally change. Don't reveal this goal too early.
· Fundamental changes that the group might progress through include movement (e.g. moving closer together, changing the position of the participants in the circle, moving out of a circle to a line or some other shape), changing how the ball moves through the system (e.g. from a toss to a hand off to a roll across hands or along the ground).
· How creatively you allow the group to interpret its objective and the stipulation is a function of your assessment of the group and your learning goals. Groups sometimes ask if they can just put the ball on the ground and then touch it in succession, does this satisfy the objective? [Does it? Pause here and reflect ...] A good response in this case is usually to ask the group to answer its own question. Does the ball actually pass through the system in the correct order? Most groups usually choose to continue to seek another solution, and it is good to encourage their creative thinking even if it didn't exactly provide the solution - it shows movement in the right direction.

Debrief Questions

What went well? How did communication and planning impact the process? What major changes did you make in how you processed the ball through the system?