The difference between Talent Networks and Talent Communities If you have been around the HR & Recruiting blogosphere long enough (or been to enough conference booths) you’ve probably heard about Talent Networks or Talent Communities. Both were born out of the concept that every recruitment or sourcing campaign you run should not only be about finding applicants for a specific job but also be about building a collection of talent that you can engage with and leverage when recruiting for future positions. And while both aim to achieve this same goal, they come at the problem in much different ways. What is a Talent Community? This is a weighty question that I’ve tried to answer before (see post) but here’s my condensed answer. In this context, it is hard to imagine a generic company community centered only around jobs or employment can be sustainable. It’s key to remember in Talent Communities is three dimensional as content is created and shared between candidates and your organization. What is a Talent Network? Why does terminology matter? The Value
The Pitfalls of Freelancing Let's get one thing straight: Freelancing is not easy. While it offers fantastic benefits — flexible hours, more control and creative independence — there are still plenty of risks involved with striking out on your own and running your own business. And while the economy struggles to recover, freelancing poses pitfalls. According to the infographic below, compiled with information from MastersDegree.net, a surprising 80% of freelancers have dealt with a client who ultimately didn't pay for work that was completed. Have freelancing gigs become less plentiful (or lower-paying) in the current economy? Every week we post a list of social media and web job opportunities. Social Media Manager at Talent Resouces in New York City Technical Director at Roundhouse in Portland Creative Conceptor at Fanscape in Los Angeles Infographic provided by Greg Voakes
Want to know how many of your Twitter followers are fakes? Try this app to find out Without question, there are quite a few spammers on Twitter. These fake accounts make you wonder how many active people truly do follow you on the service. Ever since people started talking about Facebook’s fake account issue, the spotlight has now been turned to Twitter. Is it full of “fakers?” An app called “Fakers” from StatusPeople will scan your followers and let you know for sure: Here’s how StatusPeople explains the methodology behind the service: We take a sample of your follower data. Those numbers seemed kind of low to me, and I’m still not entirely sure what StatusPeople considers to be a “faker”, but I will say that if this is close to being true, I’m impressed. h/t @dens ➤ Fakers from Status People UPDATE: I fully expect the “phony” functionality any day now: 2% of my followers are fake, and the other 98% of you are just phony.
How To Hire a Great Developer [FLOW CHART] Thomas Edison once said that "genius" is 1% inspiration and 99% perspiration. In the world of technology startups, that 99% involves a heck of a lot of coding and wireframing. If you've got an idea for a startup, that's great — but odds are that an idea is all you have. If you're just foraying into the land of entrepreneurship, you may wonder where the to even start looking for such a person. From trolling your network to attending meetups, there are myriad ways to meet skilled developers. Throughout the search, there's plenty of room for missteps, and you might not know the right questions to ask. Image courtesy of iStockphoto, nullplus, Infographic courtesy of General Assembly
How to Build Effective Recruitment "Talent Pools" The recruiting industry’s abuzz with social recruiting, but what about Talent Pools? A talent pool is exactly like it sounds. It is a still puddle of job seekers and potential candidates who are eager, interested, and open to hear about your company’s job openings and career opportunities. The problem is that a talent pool, of any substantial size and lifespan, simply doesn’t exist. and proving your worth. Recruiting: 8 Qualities Your Best Employees Should Have Great employees are reliable, dependable, proactive, diligent, great leaders and great followers... they possess a wide range of easily-defined—but hard to find—qualities. A few hit the next level. Some employees are remarkable, possessing qualities that may not appear on performance appraisals but nonetheless make a major impact on performance. Here are eight qualities of remarkable employees: 1. When a key customer's project is in jeopardy, remarkable employees know without being told there's a problem and jump in without being asked—even if it's not their job. 2. People who aren't afraid to be different naturally stretch boundaries and challenge the status quo, and they often come up with the best ideas. 3. Remarkable employees know when to play and when to be serious; when to be irreverent and when to conform; and when to challenge and when to back off. 4. 5. 6. An employee once asked me a question about potential layoffs. 7. 8. Great employees follow processes. Forget good to great.
The Talent Community Connundrum First it was social recruiting, then it was mobile recruiting. Now talent communities are apparently the latest cure for all of your talent troubles. One the surface, the talent community concept seems like a brilliant “no brainer.” However, like Socrates, I believe there is value in questioning everything. So when I start seeing a strong buzz about just about anything, I immediately hit it with a dose of healthy skepticism and start asking some tough questions. I’m well aware that there are talent acquisition leaders out there right now that are saying, “What we really need is a talent community,” primarily because of the buzz the concept has been building over the past year or so. When I attended a webinar on building sustainable talent communities the other day, I felt it raised more questions than it provided answers. What is a Talent Community? One of the fun things about highly buzzed-about concepts like talent communities is that they’re actually hard to define concisely. Sorry.
Chart: Who pays the most in Seattle for software engineers Who is paying the most for computer geeks? Photo via Bigstock Steve Ballmer was right. But that’s not really the norm, and most tech companies are still having to pay out old-fashioned salaries. The results, as you’ll see in the chart below, might surprise you. It’s actually F5 Networks, the publicly-traded Seattle company whose software and hardware is used to speed up the delivery of applications over the Internet. Google, with about 1,000 employees in the Seattle area, came in second with an average base salary of $105,437. Not too shabby. Now, it’s worth noting a few things. The report also includes all salaries reported on Glassdoor for employees in the Seattle area with the phrase “software engineer” in their titles. Nonetheless, we thought the chart was kind of interesting given the ongoing talent wars. [Main geek image via Bigstock]
Building Talent Communities... Not Pools Meghan M. Biro On September 27, 2011 Some technologies are flashy but don’t really change anything at all in how we think about our lives – cloud computing, for example. Unless you’re in the IT industry, odds are you’ve heard a lot about it, but don’t really understand why you should care. Yet you’re using it right now if you are using Salesforce at work to manage customer contacts and information, or Google Docs to share and collaborate on documents, or Dropbox to share and store files with friends and family. Consumer technology is a different matter. Still, much new technology seems to drive people apart. But where new technologies have a social component, there’s hope! Within HR and Recruiting, for example, a new technology is unfolding – one which will, in my opinion, change how people find new careers and how companies recruit. There’s no question Talent Communities are the next wave in talent acquisition. It’s the next wave.
5 Things You Should Look For in a Community Manager In honor of Community Manager Day, I thought it would fun and worthwhile to share some tips with employers looking for the perfect community manager for their business. The community manager role is more relevant now than ever, and the numbers show it. In a joint research report released by Booz and Co. and Buddy Media, titled Campaigns to Capabilities, brand marketers said that hiring full-time employees is the number one investment they are making in social media. Furthermore, 63% of all social media teams have dedicated community managers, and 59% of social media teams plan to hire full-time community managers in the near future. Guest author Michael Jaindl is chief client officer for Buddy Media. 1. 2. 3. While there are times when communities might be less active, an important comment or question from a fan published on Saturday morning simply cannot be left for Monday morning. 4. 5. Photo by jynmeyer
Five Steps to Create a Talent Community , Social Recruiting Blog at Gooodjob, Employee Referral Programs 14 / 08 / 2012 | employee engagement, employee referral programs, employer branding, employment buzz, passive candidates, pay-per-click, social media recruiting, social recruiting, social referrals, talent community, transparency With the development of social recruiting come increased points of engagement with your company’s talent community. This collective of potential candidates needs to be cultivated and maintained, and social media tools and activities make it easy to do so. Members of your talent community are more than just their stats – they are real people who are touched by your brand on various levels, and who want to enjoy more personable, interactive relationships with you and your team. Five Tips to Get Started 1. 2. Engage your employees even more by integrating social recruiting with your employee referral program. 3. Provide content that spark comments, likes, discussions and questions. 4. Encourage your community to subscribe to your organization’s blog and newsletter.
How to Sort Googlers According to Myers Briggs If you are a fan of Myers-Briggs, the psychological testing that is commonly used by many employers, then you'll like this infographic that looks at the entire Googleplex and segments them into the 16 different categories. I was heartened to see that my type, ISTJ, is in the majority. Not surprising. The graphic comes via the folks at Resunate.com. They analyze the difference bits of descriptions you have in your resume, and offer a variety of scores and suggestions on how to improve it.
Talent Pools vs. Communities: What's the Difference? | Over the Seas We toss the word community around a lot in recruiting, but most of us do not have a very clear definition of what makes it different from a database or a talent pool. A talent pool typically is a group of people who have been screened at least a little. They are people roughly qualified for a position or to work in an organization, but we really don’t have any relationship with them. A talent pool is the equivalent of an annotated and sorted filing cabinet, but it only contains static and most likely out-of-date information about the potential candidate. They are hard to search and the data we have about a candidate rarely give us much insight into what a person is really like. And most talent pools do not allow the candidate to engage with the recruiter or others in the pool. A community is entirely different. Collaboration and Sharing People in a community share information and often work together to solve problems or come up with new ideas.