Tag Archives: jobs

Big Idea 2013: Genuine Communication

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Not many articles motivate me towards a blog response, however, this one did… “10 Things You Should Never Say at the Office” click title for article.

After reading it, I realized the terms are forms of “Disingenuous Communication“.

It seems people use “buzzwords / buzzterms” to avoid real topics and/or actions required.  Buzzwords make avoiding accountability easy because they fill our communication with”fluff”.

They detract from the real issues and allow people to avoid reality in what’s being communicated.  For example, when someone says “It is what it is” … what they are really saying is “I don’t know”… but few people in the workplace want to admit they don’t know something. “Fluff” terms keep them from having to.

I gave it more thought and wondered “How could I say what I mean… without using any of these terms?  What other terms are there?”  How could I be a more genuine communicator with my co-workers, customers, candidates and clients?”

Well, for one, I could simply say what I mean… we all could.

Here are things to say instead of the buzzwords/terms on the left:

Leverage –  “Influence” “Bargain” “Take Advantage” “Debate”

Reach out – “Call” ‘E-mail, “Communicate” or “Contact”

It is what it is – “It’s unfortunate”  “It’s a slow process” “It’s Challenging” “It’s Pointless” “I don’t know why it’s happening”

Viral –  “Popular”, “Mass-Marketed”, “Everyone’s doing it”, “Everyone is aware of it”

Game changer – “This Changes Everything” , “Stop and listen to what I’m about to say because it will change the way you live your life or do your job”

Disconnect – “I don’t think you understand”  “It appears you’re not listening”  “You must not have heard me”

Value-add – “You will get more with this option and here’s why”  “It’s advantageous” “The benefit to you is… ”

Circle back – “I will call you back”  “I will find out and get back to you”

Socialize –  “Tell those who need to know” “Communicate” “Mass Market”

Cutting edge – “Advanced”, “Recently released or developed” “I don’t know all the details, you should probably Google it”.

Hope you enjoyed this lighthearted post, let me know what you think by leaving a comment!

Happy Networking,

Terry aka “TerryJobs”

Find me on: Twitter, Linkedin, InstagramPinterest and More

(C) 2005 – 2012 Copyright // The Job Spot Blog, Job Spot Seattle, Social Media Teach // All Rights Reserved

7-Ways To Curate Your Brand On Pinterest

190090_203196623042174_6552156_nWith the surge of interest on Pinterest, many sole proprietors, small businesses and large companies are clamoring to use the site to their emarketing benefit.  I’m not affiliated with Pinterest; I’m an avid user.

Pinterest is practically a no-brainer, if your business offers a physical product. With a physical product, businesses can “Pin” their product images on their Pinterest boards.

But what about businesses that offer a service vice a physical product or even individual job-seekers? Whether you are a job-seeker or a business offering a service, you can also benefit from adding Pinterest to your social media marketing and branding strategy, or “Social Media Mix“.

I’ve met with businesses and individuals who are surprised they can use Pinterest, even though they don’t have a physical product. However, I’ve been actively using Pinterest for my Recruiting and Social Networking Training Business, which is a “Service” related business.

Adding Pinterest to my Social Media Mix has added valuable content and trackable influence metrics to my business.

Here are 7-Ways You Can Successfully Curate Your Brand on Pinterest:

1. Create a Brand Consistent Username
Select a username that is relevant and consistent with all your other social media networks. I keep my username “TerryJobs” consistent on Twitter, Linkedin, Facebook and Pinterest.

2. Create Focus-Area Boards
Determine the focus areas you’d like to “Pin” about. Create specifically titled Pinterest boards for each area. For example, a Technology Consultant might create boards titled “Hardware” “Low Tech” “Hi Tech” “Tech Books” “IT News” and possibly the city they live in “Seattle Knows Tech”. It’s also a good idea to add a few “non-professional” boards to personalize your brand.

Remember:  You can have fun with Pinterest and be creative with how you select “pins” for your boards.

For creative pinning and board ideas, click here to find my boards.

3. Pin Your Blog Posts
If you have a blog and uses images in your blog posts, you can “upload a pin” and add your blog post link to the pinned image. When Pinterest users click on the image you’ve “pinned” they will be taken to your blog post.

Click here to find an example of my recent blog post “pin”.

4. Create Pinnable Images
Use your mobile phone to capture images relevant to your brand and boards. For example, if you are meeting with a big client, take a picture of their building and upload it for your followers to re-pin.  This markets you and your client.  You can also create infographics using the newly released infographic generator from Intel.

5. Follow and Engage Your Target Audience
To find and follow your target audience you’ll want to view their pins. You can view, like and re-pin “pins” on Pinterest in multiple ways. 1. “Search” by keyword using the search box. 2. Select “Pinners You Follow” to view pins of those you follow. 3. Select “Everything” to see all pins or choose a specific area from the drop down menu under “Everything”. Finally, Select from the “Videos” “Popular” or “Gifts drop down menus.

6. Keyword Search Based on Your Boards
Do keyword searches based on your your board titles and “re-pin” things you find that correlate with your boards. For example, you could put a new image of the new iPad in “Hi Tech” or in “Hardware”.

7. Track Your Influence on Pinterest
You can track the influence you have on your Pinterest target audience using PinReach.com. PinReach shows you who “re-pins” “likes” and “follows” your pins and boards.

If you don’t have a Pinterest account, visit the site today and request an invitation.  If you don’t want to wait, request an invite from a current Pinterest user.  I’m happy to send invitations.   You can post a response here or tweet me on Twitter to request an invite.

Happy Pinning!

Terry

Click here “Social Media Mix” to find my related blog post.

Job Searching Is Like a Pinata…

Twitter-Boosted Networking via Linkedin + Facebook Connections

Tweet me!

Linkedin + Facebook are great ways to boost your Twitter following and network.  

I recently created a group focused solely on Twitter.

Meet and/or follow other “Tweeters” on “Tweet cha!

Whether you’re already a Twitter user or want to be,  “Tweet cha!” is for you.

Join and introduce yourself… then post your Twitter-name for members to follow.

Check out Tweet cha! Networking groups: Linkedin & Facebook

A Twitter-user name account and mutual member following are not required for group membership.

Tweet with me! @TerryJobs or @WoWomen

Happy Networking!

Terry

Job Spot Networking
Women Veterans Networking

Tweet me! Facebook fan page

© 2005 – 2010 Copyright // Job Spot Seattle // ALL RIGHTS RESERVED


 


Are You Networking or “NOTworking” via Social Media Networks?

Last week, I removed a new member from an online networking group because their idea of networking was spamming other members.

Though new to the group, they weren’t new to social media.

Within an hour of joining, they spammed every group member and posted an ad and website link promoting their new business.  I termed this activity, “NOTworking”.

Removing members is a loathsome task. I use social media to network with people, not “police” them.   That brings me to my topic question:  Are you Networking or NOTworking?

What is “NOTworking”? Its the opposite of  “Networking” and it doesn’t work.  Its what “NOT” to do when  building a genuine network.

(My) Definition of NOTworking: (not a real word)

Under the guise of “genuine networking” – NOTworker’s ignore online etiquette and misuse venues for the sole purpose of self-promotion, personal agenda fulfillment and/or personal gain.

NOTworker’s don’t add value. They’re not interested in genuine networking, ie., collaboration, relationship cultivation and/or member engagement.

NOTworker’s suck up resources for self-benefit.  They either don’t know or don’t care about networking principles and online social networking etiquette. “Netiquette”.

Removing members is a last resort for me, but I don’t consider NOTworker’s group members.

Networking is more give – less take. I don’t network to get something in return; if something results, I’m happily surprised.

Genuine Networking isn’t about you. When you’re all about you, you don’t attract people – you repel them.

My suggestion:   Treat networkers as potential friends, neighbors or colleagues. Who knows, one of your online networking partners may be your boss someday.   Just something to consider.

To avoid “NOTworking” online, I follow networking principles, online etiquette and respect others.

If you plan to build your network, get to know your networking partners – that’s Networking … not “NOTworking”.

For additional online social networking tips, check out these article links:

The Principles of Reciprocity –  Wikipedia.org

Online Etiquette –  Netiquette Core Values of Networking

Happy Networking!

Terry

© 2005 – 2010 Copyright // Job Spot Seattle // ALL RIGHTS RESERVED

Recruiting Metrics: An Evolving Hiring Process

Recruiting Metrics: An Evolving Hiring Process

Author: Byron Mackelroy

Let’s face it, the hiring process is and always will be a competition. From the perspective of the applicant, they are in a competition to beat out other applicants and get a job offer. On the other hand, companies are in a competition with other companies to secure top talent and maximize the goodness of fit for each new employee. In a race, a status quo approach will only get you in the middle of the pack, if you are lucky. To achieve greatness in hiring requires constantly improving the recruiting process to maximize efficiencies and minimize bottlenecks.

Improving the Recruiting Process

All recruiting programs have some degree of redundancy or inefficiency. Your attention to detail dictates the success of your recruiting program. Most corporate recruiters will agree that there are certain scheduling conflicts, redundant interviews or bottlenecks that crop up on a regular basis. These elements may vary dramatically from company to company. For one organization, it may be a hiring manager that is just too swamped with other tasks to dutifully handle their responsibilities to the recruiting program. For other organizations, it may be a result of an overly extended review process that results in missed opportunities and applicant dropouts.

Feedback, Feedback, Feedback

In any process, feedback is required to improve results. When you stub your toe, you decrease the chances that you will make the same mistake twice. Unfortunately, the hiring process covers more variables and a recruiting program’s responsibilities tend to be spread out over multiple people. With so many potential cracks to fall into, how do you ensure that the successes and failures of your corporate recruiting program make it into a feedback process? In the past, corporate recruiters would be responsible for taking notes and managing email strings to try and pinpoint errors and issues. This process tended to be fragmented and highly personal. When a recruiter tells a hiring manager that they are causing a bottleneck due to lack of availability, the situation can appear personal. How do you get around an antiquated feedback system? Capture data in a central location so all stakeholders have access. Modern applicant tracking systems are capable of storing a wealth of data on the “whos” and “whens” of your hiring process. This data can be incredibly granular and comprehensive. Half of structuring feedback is capturing the data required to extrapolate trends and pinpoint issues.

Presenting the Data

Structuring and mining your recruiting data is critical to finding areas for improvement. Information by itself is like a cluttered desk full of random papers. Each paper has some information, but there is no way to make heads or tails of the entire data set. Recently, some recruiting software companies have perfected the art of surfacing data and presenting usable formats to help quantify your corporate recruiting system. These Recruiting Metrics are providing tremendous insight into the hiring process. Imagine being able to view your bottlenecks in real-time with an easy to understand graph. These analytics packages offer a wide range of capabilities, from pinpointing which hiring manager’s cause the most holdups to a full-spectrum review of your corporate recruiters screening tasks. The basic goal of recruiting metrics is simple; make your data as usable and actionable as possible.

In the inherently competitive process of hiring, continuous improvement in key to achieving success. Improving your recruiting program is dependent on feedback. With modern applicant tracking software you can capture a wealth of information. New recruiting metrics features are taking aim at providing you corporate recruiters and HR managers with the data they require. These new recruiting analytics features are driving a new approach to hiring, the evolving recruiting process.

Article Source: http://www.articlesbase.com/human-resources-articles/recruiting-metrics-an-evolving-hiring-process-1308103.html

About the Author

I am an aspiring blogger who enjoys sharing helpful information with people. My three favorite topics are business, technology and travel.

Oh, Social Media! LinkedIn Network, Now “Followers”

Copy Cats (my cat)


Did I miss the memo? I must have, because my Linkedin “network”  has changed to “followers”.  I noticed today, while scrolling my groups “members” tab.

Maybe I just didn’t see it before, but I’m sure I would have.  It would have been nice to get a “heads-up” before changes were made.

At least Facebook hasn’t jumped on the “follower” bandwagon… I checked today; my “friends” are still “friends”… that’s a relief!

Don’t get me wrong, followers are fabulous! I’m a follower of many on Twitter; celebrities, social media moguls, stores, brands, sports teams, companies, and average people with random or entertaining tweets.

But Let’s Be Real: @ChrisPirillo @Ellen_Degeneres, @ChrisBrogan, @AplusK or @LadyGaga don’t consider me part of their “trusted, professional network” just because I’m one of thousands (and thousands) of followers.

That being said, my followers aren’t all a part of my “trusted, professional network”, but who cares… I’m not on Twitter to “build a professional network” … I’m on Twitter to “tweet”!

My LinkedIn Network is relationships developed over many years; a trusted network, built from in-person, and/or mutually professional interactions.  In my opinion, the term “followers” dilutes the value of a professional network, something LinkedIn built its brand on.

About.com ‘s Definition of Followers: “Followers are the people who have agreed to receive your Tweets through Twitter. If you add someone else to the list of people you read, you “follow” them. Popularity on Twitter is often measured by the number of followers a person has.”

Is LinkedIn about Popularity? I think not. I don’t wantpopularity” on LinkedIn; I want to be a valuable and respected networking resource for my connections.

Like Twitter, Linkedin has its place; I use both for different reasons.  It’s pointless (and confusing) that Linkedin adopted a term that makes Twitter uniquely appealing to its users.

That’s just me, anyone else care to chime in?

Happy Networking!

Terry

Tweet Jobs & Social Media w/Terry

My LinkedIn Profile