Not sure what is more pathetic here – the fact that the 16 year old employee was fired for losing a “tenner” she was given to run a biscuit fetching errand OR the pathetic language used by her manager to fire her via Facebook no less.
‘hiya Chelsea its Elaine from work. Sorry to send u a message like this but bin tryin to ring u but gettin no joy. I had to tell the owner bout u losin that tenner cos obviously the till was down at the end of day. she wasn’t very pleased at all and despite me trying to persuade her otherwise she said I have to let u go. I’m really sorry.’
In recent months social media, especially Twitter and Facebook, have gotten quite a bit of negative attention due to the recent Flash Mob incidents, which occurred in Philadelphia. I would like to balance this local negative attention with a global positive use of Social Media, especially Twitter.
On Thursday March 25, 2010 a Twestival (Twitter Festival – an event that brings people together offline for one day or night to raise money for one cause) was held in 175 cities all over the world to raise money for education in developing countries and 100% of the profits went to educational projects around the world.
The PhlTwestival – Philadelphia’s Twestival – “Search for Concern” consisted of a scavenger hunt/pub-crawl thoroughout Old City. Participants started at a bar in Old City, put themselves into teams and got clues for an Old City scavenger hunt combined with pub crawl. Over the course of the evening, participants competed against each other to earn points by taking pictures and answering clues via Twitter while traveling to several area bars. Ticket sales to participate in the event and donations via sale of raffle tickets went to Concern Worldwide. Raffle prizes were donated from local companies such as Lucky Strikes Lanes, Four Seasons Hotel and the Arden Theatre. Last year’s PhlTwestival event was held on South Street and was called ‘Tweet.Meet.Give’.
This is only the second time this event was held, the first Twestival Global happened just a year ago on Feb 12, 2009 with over 1,000 volunteers and 10,000 donors in 202 cities around the world. They raised more than $250,000 for clean water projects in developing nations.
Here are two examples of how a group of people used social media to make an impact on society, one negative, Philadelphia Flash Mobbing incidents and one positive Twestival Global. Which got the most media attention?
By the looks of this blog, you might think we over here at Alstin eat, breathe and sleep all that is recruitment and retention. Every so often we’ll stray from the HR talk and bring you more on some of our favorite things, places and activities that also populate our daily lives.
For me, the only thing funnier than Graffiti artists beefin’ with each other is when the venerable Wall Street Journalcovers it. Enter Robbo - a pioneer of the 80’s London Graffiti scene, Banksy – Graffiti artist turned world-famous street artist, and a stretch of wall, under a bridge, along the Regent Canal otherwise known as London’s “Little Venice”.
The bite sized chunk version: 1985 Robbo classically tags the wall “ROBBO INC”, Robbo becomes legendary “Graffiti artist” by tagging the hell outta London with his traditional (time consuming), freehand, spray-painted work through the 80’s & early 90’s, slides into obscurity to be a dad and gives up Graffiti altogether. Banksy enters the “street artist” scene in the mid/late 90’s, becomes a master at the stencil & postering stealth style (quick & easy according to Graffiti artists), exhibits & sells his street art to worldwide acclaim (2007 work “Keep it Spotless” sells for 1.87 milli at Sotheby’s), publishes books, and exhibits in reputable galleries around the globe AND THEN in December 2009 visits the Regent Canal and defaces “ROBBO INC”. Team Robbo and Team Banksy war ensues. The article must be read to be believed. And I thought I was gonna read about the DOW tanking again. Thanks Wall Street Journal for a great piece.
Since we are on the subject of Graffiti, I have to admit I am a big fan when it becomes sanctioned street art/Graffiti. Jane Golden, founder of the Philadelphia Mural Arts Program, is a local and probably national hero at this point in her career with what she has done with the program, an organization whose mission is to “unite artists and communities through a collaborative process, rooted in the traditions of mural-making, to create art that transforms public spaces and individual lives”.
Recently the husband and I went on a Mural Arts Tour around Valentine’s Day affectionately titled “Love Letters”, a public art project consisting of 50 rooftop murals from 45th to 63rd Sts. easily viewable from the Market-Frankford El line. Stephen Powers, the mural artist, was born & raised in Philly and became a renegade (illegal) graffitti artist.
Jane, who legitimized the medium IMO, famously gets renegade graffiti artists like Powers to pledge not to do traditional tag & run graffiti but rather develops their skills and artistry into city-sanctioned beautiful works of art that often reflect the spirit of the community in which they are displayed. Powers did not want to sign the pledge but went on to become a famous NYC based artist. “Love Letters” is not only a personal exchange between him and a woman, but between him and the city he grew up in as well.
Beautiful spring weather has hit the Philadelphia area–finally! Hopefully, the warm weather will also coincide with a thawing of frozen recruiting budgets, icy austerity programs and the glacial pace of economic recovery.
With the start of the new season, it might be time to look at how you communicate with candidates and employees–and do some tidying up. Here’s a few places that might need a good cleaning:
Career Pages of your Website
Most organizations spend so much time, energy and money driving people to the career part of their website. So what happens when they get there? Is there engaging content that reinforces your employment brand? Can they easily find the information they need? Do you have videos and podcasts? ‘Day in the life” pages for key positions? How’s that application process? Little improvements to your website can net big returns in visits and applications.
Employee Referral Program
Readers of our blog know what a huge believer I am in ERPs – see my previous articles on ERPs here: Part One and Part Two. Nearly every recruiting study will tell you that ERPs are simply the best way to get the highest quality candidate. But be careful: the manner in which your ERP is promoted, administered, rewarded and communicated says volumes about your recruiting department and your entire organization.
Social Media
Perhaps you’re getting tired of all the buzz about social media for recruiting–or maybe you’re apprehensive because there’s so much to learn, and you’re not sure what’s hype and what’s real. Whatever your feelings, there are undeniable benefits–and undeniable pitfalls–to recruiting using Facebook, LinkedIn, Twitter and other social media tools.
Metrics metrics metrics
Maybe the arrival of spring is happening at the same time your organization is ramping up its recruiting efforts. One thing is for sure: you’re going to be held accountable for every dollar you spend, so make sure that your recruiting initiatives come with detailed tracking of results.
Employer Branding
The big question: what is the value proposition you are offering candidates, and how are you communicating that offer? In 2009 I think too many companies put branding and employee communication on hold when hiring needs slowed down. If the previous sentence describes your organization, the time to get back on track is now, not when you have 50 open positions and hiring managers breathing down your back. The recruiting landscape has changed dramatically since 2008. What do you want candidates to think about when they hear your organization’s name?
Spring is here, and it’s time to clean up the cobwebs and get moving! If you need more information on any of the above topics or if I can answer any questions, just drop me a line at trosato@alstin.com
As a Creative Director by day and an artist by night, I’m especially interested in tips and tricks to stimulate creativity. As I’m writing this, there is a base line pumping through my office wall. Every once in a while, a “wiki, wiki, wiki” floats over. This is one of our graphic designer’s music of choice while she gets creative. On days she’s out, the designer she shares a workspace with tunes in to the softer sounds of adult alternative. Somehow they make it work. Me? I need silence if I’m writing and something soft and slow if I’m painting. We’re all creative, we just use different types of music to fuel our creativity.
Two recent articles in Psychology Today shed some light on these differences. The first, “Your Music, Your Personality” talks about how taste in music can reveal key components about the listener’s personality, including creativity levels, open-mindedness and extroversion. It may even reveal the intelligence level of the listener. (Hats off to you jazz and classical lovers.)
The other article, entitled “How Music Feeds and Steers Your Imagination,” provides insights on how music can specifically boost creativity and energy – as anyone who has ever compiled a gym playlist can attest.
So, here’s the challenge. I’m converting a corner of my basement into a den of creativity. In the back of my mind, I’m compiling the ideal playlist to boost my creativity while I work in this new studio. While musical tastes are subjective, I’d like to know what music works for you when you’re getting into the creative flow. I’ll compile the responses into an ideal creativity playlist and share with our readers. Bonus points for obscure tracks. Thanks for your feedback . . . and thanks for listening.
Are you a natural problem solver? A wellspring of ideas? Wish you had been the first person to turn a robe worn backwardsinto big bucks?
Innocentive, a website that “believes in the power of innovation” to solve some of the world’s “most important problems” – while providing problem-solvers with the opportunity to win the aforementioned big bucks – might be worth a click for you. Prizes go all the way up to a cool million for challenges a little, OK a whole lot more, high brow than things like The Snuggie.
The majority of the site’s challenges are geared toward the scientifically inclined. Ever ponder the alternative route to a pyridinone? (Say what?!) Didn’t think so. However along with NASA, which has their own Innocentive Innovation Pavilion, many commercial, governmental and humanitarian organizations are using this site to effectively crowdsource solutions.
Website’s designed to harness collective brainpower are nothing new to the web. Dell’s been successfully crowdsourcing product ideas on its site, IdeaStorm, since 2007. IdeaStorm’s ultimate goal is “to hear what new products or services you’d like to see Dell develop.” With 13,742 ideas submitted and 410 fully implemented, that’s quite a win-win scenario for Dell and consumers.
Companies are also engaging their employees in much the same way. From Best Buy’s Blue Shirt Nationto Motorola’s Think Tank Idea Exchange, providing a collaborative forum on a company’s intranet – a destination for employees to connect, share and innovate – is also very win-win.
Whether you work for a company that has a small number of employees, or a company with thousands in far flung locations, encouraging and managing the potential flow of ideas is no small task. In a recent profile of Bayer’s Triple-I program in Forbes, their CEO, Greg Babe, gets it right: “If we can create an environment where every idea is valued as potentially great, we can eliminate the fear of failure. That puts innovation on fast-forward.”
In today’s economy, many workers are likely to have not so unreasonable fears about sticking their neck out on an idea. Participation from the top down is a must, plus this also helps flatten the organization a bit in the process. Genuine support, encouragement and engagement from front line middle managers is also essential to success and that may involve some training.
Another way to fast-forward implementation is to develop a strait forward approach to plow through the weeds. Motorola puts the weeding of idea submissions back on their employees through a voting system. Bayer has a dedicated team of innovation experts that apply these five basic questions to each submission:
Is the idea feasible?
Is it really a new idea?
Is there a need in the market?
What is the benefit for the consumer?
Does the idea fit with the company’s focus, mission and portfolio?
Keep things interesting, collaborative and engaging in the workplace and you’ll see employees who feel stronger connections to their employer. This pearl of wisdom from Buddah further affirms why employee communication initiatives such as these are worth it, “An idea that is developed and put into action is more important than an idea that exists only as an idea.”
By allowing each and every team member the opportunity to invest in and better understand business decisions, provide ideas both large and small for the greater good of the company and celebrate each other, I’ll bet you that innovations and improvements on many levels will be the winning result.
Philadelphia has recently seen an increase recently in ‘flash mobs’ that are organized and communicated via social media sites like Facebook and Twitter. There have been three events recently (Feb 16th, March 3rd and most recently March 20th). The most recent event on March 20thteens congregated in the thousands on South Street around 9pm and parents alerted police about something going down after “seeing messages on their childrens’ mobile devices telling them to come to South Street.” Well, at least those parents were on the ball and realized the potential implications a mass ‘tweet’ to ‘come down to #SouthStreet’ implies.
What I found most interesting in reading up on the recent increase in organized riots (which face it, that’s what they are) is the role social media is playing and how it’s become a scapegoat in some opinions.
A letter written by council members Frank DiCicco and James F. Kenney stated, “It is disheartening; to say the least, that these youth so casually disrespected our residents, businesses, customers, visitors, and our police department,” the letter dated Wednesday explained of the mayhem, which was reportedly organized via text messages and other mass communication, possibly Facebook, and resulted in a rampage through the Macy’s department store at the Market East mall and a massive snowball fight. No one was injured, but at least 150 teenagers were involved and 16 arrests were made, according to The Philadelphia Inquirer.
“While they certainly owe this city an apology and deserve to be punished under the fullest extent of the law, we believe that social media outlets should also bear some of the blame.” Council members Frank DiCicco and James F. Kenney, explain that this is the second such time a band of mischievous teens has formed via social media and went on to destroy property. “We believe that the lack of monitoring of these sites allows for mass, organized riots to occur.”
Hmmm…not sure I agree with the last sentence. Who is going to monitor Twitter for “flash mob tweets?” The police?? Twitter?? A new Social Media Consortium on Prevention of Organized Rioting? I realize technology is changing, but the game still remains the same—kids, when the get together in mass quantities, can end up getting into trouble—a lot of trouble. Even if only 1% of the group are the actual ‘trouble makers.” I’m sure all of us can recall moments in our teenage-angst years where we all congregated at a party, corner, park, etc. and a few bad decisions resulted in some not-so-great results. Take that memory add about 2,000 more kids to it and you’ll see the problem Philadelphia is facing.
So, what’s a city to do? What should the parents to do? Well, I don’t have all the answers. But, perhaps monitoring your child’s activity on Twitter isn’t such a bad idea? I’m not saying stalk them—but just keep an eye out for increased activity—I think we all know what that looks like (head down, type, type, type, type, laugh, type, type, type, type and then “I’m going out.”). And, obviously a few parents who were looking for warning signs, recognized them, and did something about it—this is something we as parents do on a daily basis. Curfews might help in the interim but I’m not 100% convinced this is a solution. Giving these kids positive outlets for all their pent up emotions during those confusing tween- and teen-years is the best long-term solution in my mind. But, in a city that’s going to be taxing soda to pay the bills, who is going to foot the bill for expanded after-school programs? Perhaps the courts will shine some wisdom in today’s ruling.
If you’ve ever watched Reality TV, it’s a safe bet that you’ve found yourself wondering: Where do they find these people?
Well, there’s a job board for that. RealityWanted provides those who dare to dream that they too could very well be the next Snookie, Bachelor or Real Housewife the opportunity to apply directly to Reality TV, Game Show and Talk Show casting calls.
The PR firm behind the job board explains it like this: “It used to be that those with aspirations of being in the entertainment industry dreamed of singing or dancing or acting … today, those aspirations now fall into another category.” Another category indeed.
If you work in the recruitment industry, watch the news, or live on Planet Earth, you know that for quite a while the job market was as ugly as many of us can ever remember. For us old(er) dogs, one economic indicator we’ve been watching closely over the last few months is temporary job hiring.
Traditionally a rise in temporary workers is a very positive indicator of an improving economy. Here’s the idea: An increase in temp hiring means businesses are recovering, but, for obvious reasons, they are gun-shy about hiring permanent staff, especially if they recently had layoffs. So instead they add temporary staff, and if things continue to improve, these employers become even more confident and begin to add permanent workers. In early March, the U.S. Bureau of Labor Statistics reported that employment in temporary help services continued to increase in February–and an AP report states that this report is “a sign that the economy is soon likely to generate consistent job gains” and that this is “evidence that employers are slowly ramping up hiring as the economy improves.”
Of course, as with everything related to this dismal economy, there’s a less sunny view as well. There are those who believe an increase in part time hires is no longer an indication of future employment growth. “I think temporary hiring is less useful a signal than it used to be,” said John Silvia, chief economist at Wells Fargo in an AP report. “Companies aren’t testing the waters by turning to temporary firms. They just want part-time workers.” The reason for this new thinking? I’ve heard that some attribute it to companies’ fear of the rising healthcare costs associated with full time employees, but the overall consensus seems to be that employers just aren’t sure that the recovery we’ve seen so far has real staying power.
Whatever side you’re on, there’s little doubt that a jobs recovery will be predicated not on statistics, trends, or even revenue and profits, but on employer confidence. In many ways, it’s a high-stakes, self-fulfilling prophecy.
My thought? Certainly, this recession cut so deep and affected so many, employers are going to have long memories when it comes to adding staff. But businesses are recovering, and they could do even better if they had top-notch workers. My hope is that the poet Alexander Pope is right, hope will spring eternal and we’ll see sustained job growth for the majority of 2010.
If you’re in healthcare, you already know about The Joint Commission, formerly the Joint Commission on Accreditation of Healthcare Organizations (JCAHO). Chances are pretty good that an impending visit has even caused you to break out in a sweat. Well, get out your ShamWow, because The Joint Commission is proposing new standards that, if rolled out in 2011 as predicted, will have administrators in healthcare settings hopping.
The Joint Commission will be enacting new standards to evaluate employers’ “cultural competence.” This is about more than hiring a diverse workforce. The Joint Commission defines cultural competence as “the ability of health care providers and organizations to understand and respond effectively to the cultural and language needs brought by the patient to the health care encounter.” With 17 standards/points to meet, the addition of cultural competence to the audits will require more objective reviews of your organization’s policies and practices, more strategic planning, more employee training and education, more documentation, and quite possibly, more hires.
From the head honcho charged with evaluating (or possibly creating?) your organization’s cultural competence policy — preferably a highly experienced HR or healthcare professional with a specific, successful background in diversity and inclusion — to the interpreters you’ll need to communicate with patients and their families (I really wish I had taken more than two years of Spanish in high school…), cultural competence is the buzz phrase that is sure to have you busting your butt to ensure coveted accreditation by The Joint Commission.
Here’s a sneak peek at just a handful of the Proposed Requirements (the bolded areas are mine…):
(Leadership Chapter) Standard LD.04.03.01 The hospital provides services that meet patient needs. EP 4. Thehospital uses available population-level data to help determine the needs of the population(s) served. Note 1: Population-level data sources may include for example, census figures, voter registration data, and school enrollment profiles. Note 2: The needs of the population(s) served may be based on the following demographic characteristics: -Age -Sex -Disability -Language(s) -Race/ethnicity -Religion(s) -Socioeconomic status -Education level -Sexual orientation -Gender identity or expression. EP 5. The hospital uses aggregated patient-level data to help determine the needs of the population(s) served.
(Provision of Care, Treatment, and Services Chapter) Standard PC.0X.0X.0X. The hospital effectively communicates with patients when providing care, treatment and services. EP 1. The hospital identifies the method by which patients want to receive and provide information. Note: Methods may include the use of a preferred language, auxiliary aids, and plain language materials. EP 2. The patient’s preferred method of receiving and providing information is communicated across the care continuum to individuals who are involved in the patient’s care. EP 3. The hospital provides language access services and auxiliary aids to facilitate communicate with patients when providing care, treatment and services. Note: Language access service options include bilingual staff, interpreters, and contract interpreter services. Auxiliary aid options include communication boards, hearing aids, and speech output devices. EP 4. The hospital assesses the patient’s understanding of the information provided. Note: Understanding may be assessed by asking open-ended questions, using “teach back” methods, or return demonstrations.
(Rights and Responsibilities of the Individual Chapter) Standard RI.01.01.01. The hospital respects patient rights. EP 6. The hospital accommodates the patient’s cultural and personal values, beliefs, and preferences. Note: The cultural and personal values, beliefs and preferences of individuals served are varied and may require special considerations. The hospital will accommodate these values, beliefs, and preferences, unless they infringe on others’ rights, safety, or are medically or therapeutically contraindicated. EP 9. The hospital accommodates the patient’s right to religious and other spiritual practices. The spiritual practices of individuals served are varied and may require special considerations regarding scheduling, space, or other accommodations. The hospital will accommodate these practices unless they infringe on others’ rights, safety, or are medically or therapeutically contraindicated.
Obviously, the aim of the new standards isn’t to create more work for hospitals (or more opportunities for lawyers). It’s to ensure better care for all patients. The majority of studies find that racial and ethnic disparities in healthcare remain even after adjustment for socioeconomic differences and other healthcare-access related factors. With approximately 80% of the nation’s hospitals currently accredited by The Joint Commission, the potential for the new standards to make a true impact on patient care (and on your to-do list) is great.
Seriously, how awful were Huey Lewis and the News?
Gotta get back in time Gotta get back in time Get back, get back Get back Marty Gotta get back in time Gotta get back in time Get back, get back
Ugh. That song, those lyrics! I apologize if I just made this your internal sound track for the day (or if you were a major Huey fan in the 80’s), but I’m gonna take you Back to the Future a little bit with today’s blog.
We’re going back to 1998. A time when Massage Mondays, Bagel Fridays, ping pong tables, free sodas and bring your dog to work days seemed to be de rigueur for attracting talent. That year McKinsey came out with a report titled “The War for Talent” and its conclusion: the most important corporate resource over the next 20 years will be (drum roll please) talent.
Fast Company interviewed Ed Michaels, a McKinsey director and manager of the study, who was then quoted as saying:
In the new economy, competition is global, capital is abundant, ideas are developed quickly and cheaply, and people are willing to change jobs often. In that kind of environment all that matters is talent. Talent wins.
We’re 12 years into that 20-year projection and even with masive layoffs, underemployment and a limited job market, I still say talent wins. “The Great Recession” has just created a different battlefield that requires all of us who are in recruiting to rethink our previous strategies.
This week, Towers Watson released their Global Workforce Study (GWS), a biennial survey of employee attitudes and workplace trends. One of its key findings – people are no longer “willing to change jobs often.” Eight out of 10 GWS respondents want to settle into a job, with close to half of those wanting to work for a single company their entire career. The other half overwhelmingly hope to build a work history that doesn’t exceed two or three employers. Wow.
The study also noted that these are the sorts of character traits people today are looking for in senior leaders:
Is trustworthy: 79%
Cares about the well being of others: 67%
Encourages the development of talent in the organization: 56%
Is highly visible to employees: 42%
Manages financial performance successfully: 42%
In this era marked by instability it’s becoming very clear that a stable organization led by managers who demonstrate that they can engage, challenge, connect with and develop their teams will win the war on talent. It isn’t a seemingly endless supply of bagels.
Office perks are nice when times are flush. I can certainly attest to that. You’ll still see my hand in Alstin’s endless candy jar at least once a day, but it’s always been the work, the potential for growth and the people you interact with that matter. Now that this new era has required – or soon will require – a magnifying glass on the core essentials that truly matter, talent will only continue to win.
I read an article in the front section of the Philadelphia Inquirer on Sunday (yes, I still get a weekly printed newspaper—I’m old school sometimes…plus I like the coupons). The article, “Obama mouthpieces are men of few words.” Written by Phillip Elliott highlighted @PressSec as the behind-the-scenes ‘Twitterview’ into the White House through the eyes of Press Secretary Robert Gibbs. What I found interesting in the article was Gibbs has been tweeting under this Twitter channel since February 13, 2010 and already has over 38,000 followers. What I also found interesting (other than the nickname for the president is POTUS) is the wide variety and ‘personality’ that shines through Gibbs’ tweets. They are real. They are informative. They combat rumors and provide resources to articles about health care reform, insurance stats, tsunami updates and much more. Not bad for only 67 tweets!
In his most recent tweet, (as of Monday at 9:30 EST) Gibbs provides details on his purple bracelet and why he’s wearing it (vs. the press just speculating about it and his matching purple tie). This is the type of connection that I like to see from a Press Secretary and the type of ‘open communication’ from the White House that the American public deserves.
Social media played an integral role within Obama’s campaign and continues to be utilized within his administration. U.N. Ambassador Susan Price, Assistant Secretary of State Arturo Valenzuela, Commerce Secretary Gary Locke all tweet about relevant topics within the scope of their responsibilities and I find that refreshing.
This brings me to the irony of another article I read in the same front section, “Using Social Media for Antisocial Purposes” by Thomas Watkins. Watkins’ article discussed how gang members were using Twitter to send out threats, boast about crimes, share intelligence on rivals, and network with people across the country. Who knew gangsters were so tech-savvy!? Law enforcement is using the same ‘Twitter-tools’ to capture and put criminals behind bars. In the San Francisco Bay Area, law enforcement closely follows gang activity to build cases, monitor relationships and make arrests. And, apparently MySpace is still a favorite of the Crips, Bloods, Florenceia 13, MS-13 and other gangs—members have posted incriminating photos and videos of people holding guns and making hang gestures. Watkins states, “Tapping into tweets and status updates can be easy. Agents pose as pretty girls and send flirtatious friend requests. Confidential informants sometimes let police peer into their accounts.” Takes detective work to a whole new cyber-level in my mind…
Just goes to show, that a new technology—such as Twitter—can be embraced by very disparate audiences and incorporated into daily life in contrasting methods. Who knew what Twitter was capable of two years ago? Where will we go from here? Guess it quite literally can be up to you and me!
Remember the phone book? That heavy thing that sat in your kitchen drawer and that you would try to throw at your sister? For our younger readers, when men weren’t trying to rip it in half as proof of their strength, this was where you could find all the listed numbers for residences in your area, public information like community services, municipality listings and, of course, the Yellow Pages.
The Yellow Pages used to be THE place to advertise your message in a local area. If you wanted your driveway resealed, an exterminator, your fence repaired, a new roof (yes, these are all things I need to do this spring), you flipped to that section in the Yellow Pages and could find several companies vying for your business.
Of course, the way we communicate and advertise has changed so much–and it looks like it might change some more. Google is now beta-testing a Yellow Pages like product in Texas and northern California . The rumored price is $300/year for “display-like advertising.” If that’s true, it would represent a huge savings over what people are paying now for Yellow Page advertising in some markets.
Of course, Yellow Pages has a very robust Internet site – they’re touting that they get 125 million searches each month. Also, yp is very easy to use and offers mobile apps, toolbar add-ons and more. This will be a very interesting battle to watch over the next year or so.
Listen to what Clark Howard of the HLN network has to say about all of this:
Readers, let us know what you think? Do you still use your phone book? Do you visit the Yellow Pages website? Please comment below!
For me the answer to the chicken-or-egg question is: Oprah. It was watching Skype in action on her show – not all the great reviews I kept reading – that led me to give it a try.
At the time, I hadn’t used my laptop’s webcam yet, and I definitely don’t plan to for Chat Roulette anytime soon either, yikes! So first things first, I gave my webcam and microphone a quick test. Downloaded Skype, created an account and was on a video call in less than five minutes.
Skype-to-Skype calls/video calls are free (there are low cost calling plans too) and you’re able to dial up regular “old-fashioned” telephones with it – Skype is not just a computer to computer thing. There’s a whole bunch of useful features that you can explore for both personal and professional use including the ability to create an online number with voice mail, IM your contacts, conference in others, share files while on a call and add it to your mobile device.
This piece from Time offered up a great overview of how recruiters are using Skype to interview. From the good: Saving time, money and carbon footprints. To the bad: A candidate’s barking dog cutting an interview short. To the ugly: A college student with a very messy dorm room quite visible in the background.
Considering the bad and the ugly possibilities that come with conducting video calls for job interviews, it is no surprise that companies such as 360JobInterview are now helping candidates get a leg up on the technology. One of their key services: One-on-one interview and career coaching sessions from HR professionals via Skype.
Skype also breaks it down to these three tips which provide solid advice for both the job seeker and the recruiter about video call interviews:
Smile and Focus – I know the first few times I used a webcam, my eyes were directed more so at the other person on the screen and not the camera. Try to remember to maintain regular eye contact with your webcam and for sure, keep smiling.
Choose your Colors Wisely – What Not to Wear: The team at Skype advises to avoid brights and patterns that can distract.
Lighting and Background Check – You certainly don’t have to create a movie set for a video call, but give some consideration to lighting and your backdrop – besides your wardrobe, you don’t want any other distractions.
With 521 million Skype user accounts and growing, will it be lights, camera, action for more job interviews? Recruiters, what do you think about using Skype for screening candidates and conducting interviews? Have you already done so? Tell us about it. Plus, it almost goes without saying, if you want to give Skype a practice run, or have more questions, drop me a line here or at blog@alstin.com.
Alstin’s President, Mike Schluth, had one of the hottest tickets in town. And it didn’t have anything to do with baseball.
It is rare when a regular Joe or regular Jane is in the same room with the President of the United States. But there I found myself on Monday, March 8, 2010 just a few steps away from Barack Obama as he addressed a throng of about two thousand people at Arcadia University in Glenside, PA.
Regardless of how you vote, to stand front and center a mere five people back from the leader of the free world can be categorized as the experience of a lifetime.
Three days prior, I was in a morning meeting of the Board of Trustees when the big news of the President’s visit became known to the 35 or so people then in attendance. The buzz was prolific even though President Obama’s proposed visit to promote his health care reform initiative was not absolutely certain at the time. We were told that Arcadia was considered mainly because there were only two entrances to the property from the roadways and because they had successfully demonstrated proper security measures for a visit by Al Gore back in 2000. As a Trustee, I would be able to secure admission to the event. However, we were told that seating would need to be on a first come, first served basis. The VIP seating at the athletic center were reserved mostly for White House stipulated guests and a few politicos such as Governor Rendell, Mayor Nutter and the like.
“No problem on this end,” I thought to myself, “I’m just happy to be able to be in attendance. I’ll get there early for the President’s eleven o’clock address. Say, maybe I will even get to rub elbows with him.” You can imagine my elation at 6:30 a.m. that morning as I motored from my home in Doylestown down Route 309 toward Glenside. With my golden ticket clutched firmly in hand, I arrived at the University just past seven, a full two hours before the doors were to open at nine a.m. “Most of the people in attendance will be students and they already stood in line for hours on Saturday to secure their space,” I mused. “Therefore,” I reasoned, “I should be one of the first in line with two hours to spare.” That notion was dispelled the moment I drove onto the campus. Even at that early hour, there were already a couple of hundred people in line. I knew that if I positioned myself at the end of the line as it was, I would still have a prime place to view and listen to what Obama had to say. However, with my Arcadia Trustee badge secured to my suit jacket, I ambled toward the front. I don’t believe it is correct to pull rank and I make a habit not to do that to people, but YO!, this was the chance of a lifetime for me to be up close and somewhat personal with the most powerful person on Earth.
“Hey kids,” I said as I gingerly stepped past sleeping bags and blankets, “I see that some of you have been here all night. Must have been chilly. Hey, do any of you want to know who took home any of the Oscars that were awarded last evening?” The sleepy eyes of the students lit right up and I was instantaneously welcomed into their conversations.
The temperature was in the low 30’s that morning as we waited patiently for the doors to open. Secret Service and other White House representatives, local police and firefighters were in abundance as one would expect. (I learned later that the Secret Service had been at Arcadia 24/7 during the previous four days and they went as far as to take every single fixture apart in the Athletic Center in order to protect the President.)
Finally, 9:00 arrived and we were allowed inside. I had the option to sit in a great spot in the bleachers off to the side, but I (along with every student I entered with) chose to stand in front of the podium – a mere 20 feet away from where the speech was scheduled to be delivered at 11:00. Other than being a bit of a strain on these old gams of mine, the wait was quite enjoyable. The atmosphere throughout the gym was near frenetic in a good sort of way. Then, at about 10:45, cell phones were ordered muted and an Arcadia student ascended the stage to speak at the same microphone that would soon be used by the President. He asked everyone to bow their heads as he offered an opening prayer. Then I, along with all those who chose to participate (which was most everyone), recited the Pledge of Allegiance. We stood tall and full of pride as four wonderfully talented students sang The Star Spangled Banner a cappella. My goose bumps had goose bumps!
At long last, the Presidential caravan arrived and the time was almost at hand. President Obama walked on stage at 11:10 to a thunderous ovation. And after he acknowledged the other politicians present, he ditched his suit jacket, rolled up his sleeves and got down to business. No matter one’s political persuasion or no matter what side of the fence one is on regarding health care reform, you could not help but be impressed with this man’s captivating persona as he delivered his speech. Make no mistake about it, Barack Obama’s stage presence and his ability to speak fluently, effortlessly and casually is something to behold. “That’s the most fiery I’ve seen him since the early campaign,” said U.S. Sen. Arlen Specter, who flew with Obama on Air Force One. “When I was listening to him, I wished that he had given that in the State of the Union!”
The students, who numbered more than 1,800 of the approximately 2,000 people present, cheered President Obama repeatedly. One of their loudest and wildest cheers came as Obama said that part of his proposed bill calls for offspring to be able to remain on their parents’ health insurance policies up to age 26. Stating that his bill has been derived from the aspects put forth by both Republicans and Democrats, Obama said: “If not now, when? When you’re in Washington, folks respond to every issue, every decision, every debate, no matter how important it is, with the same question,” he said. “What does this mean for the next election? What does it mean for your poll numbers? Is this good for the Democrats or good for the Republicans?” Furthermore, the President concluded, members of Congress need to spend “a little less time worried about their jobs and more time worried about your jobs. The United States Congress owes the American people a final, up-or-down vote on health care. It’s time to make a decision. The time for talk is over.”
Less talk. More action. (And hopefully, more hiring.) That’s the ticket.
Chris Baggott and Jay Baer’s webinar “Should Blogging be the Hub of Your Social Media Strategy?” had so many great facts, tips, pointers and humorous analogies I ended up writing up 5 pages worth of notes! I’m now 100% convinced that blogging is THE best way to engage people for a variety of different business reasons or purposes (solve a problem, answer a question, provide service, convert to a subscriber, convert to a sale, etc.). I also wanted to send a special ‘shout out” to Debbie Weill who’s original blog post/e-book started the idea for this webinar and she has the timely upcoming launch of the Kindle edition of her book “The Corporate Blogging Book” which I’ll certainly be downloading. (This last sentence would have been complete gibberish four years ago—if anyone watches “Community” on NBC, you’ll know I grabbed that line from Chevy Chase’s character…but I digress).
I enjoyed Jay’s “Social Media Scattershot” term that helps define what many companies and organizations are doing right now…utilizing ALL of the social tools without real thought into strategy and goals, not to mention the ability of measuring results. I’d agree that social media can be a very inefficient use of time and if you’re not asking the integral and ‘up front’ questions about implementing social media (such as “Why are we doing this?” or “What is the business-level outcome?”) you’re doomed from the outset.
So, I’m asking myself, “Why do people want to engage with Alstin? Or, with any organization for that matter?” And, once you answer that question you’ll know how to build your strategy. (For Alstin it would be multi-pronged effort: engage current clients to participate in new services, engage prospective clients to become new clients, and help brand the “Alstin” name as the premier employer marketing communications agency—easy to do right?).
I believe that the notion of a blog as a central spot or “hub” is an excellent analogy with a variety of social media “spokes” driving visitors, traffic, etc. to the hub (ie. Facebook Fan Page, Twitter channel, YouTube, etc.). And, I really enjoyed the analysis of why a blog is superior in the social media space because it passes all of these four questions:
Four Characteristics of a Good Social Media Hub:
Is it Controllable?
Is it Measurable?
Is it Sociable?
Is it Searchable?
My other take aways from the webinar include:
“Search and Sociability are tied together like peanut butter and jelly.”I love this analogy!!! So much of Alstin’s blog traffic comes from Google and a large percentage is 1st time visitors and we’re constantly seeking new ways to make our blog more ‘search friendly.’ And, we’ve had a number of new prospects contact us as a direct result of a blog post.
It’s not about volume (ie. Number of Facebook Fans, Twitter followers, etc.) engagement is about depth.
Be sure to evaluate your business-level outcome…and be careful how deep you jump in the pool.
Compendium offers some great tools (which I’ll be investigating more) that would assist in the ‘multi-author’ blog process with a ‘gentle’ approval process and ‘SEO keyword strength-meter.’ These type of tools are an absolute must if you’re overseeing a blog(s) that have multiple authors, etc. It’s the humanization of social media that makes or breaks its success. So, having ‘real people’ who are the experts in doing/solving/selling what your goals are makes a huge difference in the voice you’re sending out there.
Companies that blog have 55% more traffic to their web site than those who don’t.
Blog Measurability: pick the right metrics! If you are focusing on building a community with repeat visitors and comments, use those areas to analyze. If you’re blogging for business—to create an awareness of your company, look at total visits, % of new visits, visits from search. If you’re blogging for e-Commerce, look at average length of stay, pages per visit, referrals to other sites (like your corporate site).
“Blog Measurability” brings me to my final thought for today…Alstin (@AnnetteAtAlstin) recently published our first “contest” blog post to engage new and returning blog visitors. Some stats that we’re all proud of (big kudos goes to Annette!!):
28 comments to the ‘photo pix’
Traffic doubled on March 4th and March 5th
76% of blog visitors entering the blog on our contest page
90% of the visitors to the contest page went on to view other pages of our blog
Cost: Zilch. (Well, ok a $50 Starbucks card)
But it goes to show you, engagement, interaction and the humanization business in today’s online world is only going to continue to increase—so thanks Jay, Chris and Debbie for all of your valuable insights!
With record numbers of unemployed workers banging on your door you might think it’s ok to handle applications with an automated response telling them their application will be reviewed and they’ll be contacted if a match exists. With the ease of application realized through the internet it’s easy to view candidates as a necessary evil. But, recent surveys and signs show that hiring may soon be on the uptick-and you’ll lose the best prospects if your recruiting strategy doesn’t adapt.
In February US companies cut the fewest jobs in two years according to a private report from ADP and a positive Labor Department report. Jobless claims are falling and productivity is surging, and The Conference Board, which monitors online advertised job openings, reports a “positive sign of a turnaround in employer labor demand.” All of which point to a coming time when job seekers will have their choice of jobs-and companies–they want to work for. So it’s imperative to begin (or enhance) your dialogue with applicants in order to cultivate a relationship that lands you “A” talent.
No longer are applicants content with the bare minimum of an employment site. They demand a user experience that is interesting, informative and easy to navigate. The first order of business is to act like a candidate and take a good, hard look at what your site is delivering. Does it engage applicants in a visually appealing manner or does it just have a link to a mission statement, a list of benefits, and job openings? Consider a dynamic video that positions your company as a vibrant employer that values its workers. Deliver job-specific mini-sites or videos that take an applicant through a “day in the life” of a current employee, spotlighting a department, its achievements, staff and technology, and showing typical career progression. Consider FAQs, message boards, chats, blogs and other means of communication. Beef up your social media presence and make sure you have functioning backward and forward links. And don’t forget about that initial email: make it interesting, visually appealing and offer the opportunity for two-way communication. Also consider re-targeting those who visit your site (retargeting is the act of delivering specific advertising to those who have landed on your site and are now surfing the web somewhere else, either right away or maybe even weeks and months down the road.)
The time has come to cultivate applicants with relationship-based recruiting. You don’t have to fear the numbers–technology can help. Top talent will love it and you’ll be positioned as an innovative employer everyone will be clamoring to join.
I recently came across this video from the folks at HR.com While the debt to Monster’s “When I Grow Up…” campaign from several years ago is rather obvious, this one concentrates all its sarcasm and sardonic humor on the human resources industry.
Here’s hoping you find this video funny, but not in any way an accurate portrayal of your career!
Undercover Boss turned out to be a real lemon of a show. I kinda figured it would, although I totally fell for the preview. To prove that good things can come from bad reality TV, here’s the proof:
Thanks to the PunkRockHR blog (where I first spotted this clip) for leading me to the hilarity I just shared with you. Saturday Night Live is officially DVR worthy.
Is this cat just crazy?…or crazy like a fox? Ever walk away from your laptop and come back to find disaster and your cat looking pretty pleased?
“Paws” to write a caption for this photo (more points if it’s recruitment/HR related) and if we deem yours the best, you’ll WIN a $50 gift card to Starbucks.
Caffeine junkies unite – bring us your best.
Update: Congrats to Tonya Sanchez for her winning entry, selected on Tuesday, March 9th. A “Picture This” contest will be back to the blog in April, so keep coming back for more.
Debating an email marketing campaign vs. the old familiar direct (snail) mail approach? Let me give you a few good reasons why an eblast may be the way to go.
First, let’s get the big question out of the way: Isn’t this approach just creating more spam? We’re an information and technology driven society. People opt-in (and have the ability to opt-out) to receive these messages – messages that are proven highly effective.
Effectiveness: An Ad Effectiveness Survey commissioned by Forbes Media in 2009 revealed that email and e-newsletter marketing are considered the second-most effective tool for generating conversions, just behind SEO.
Reduced Cost: We are always looking for ways to reduce costs, aren’t we? Most email blasts are considerably less expensive than direct mail – no postage, no printing. (Plus, it’s Green!: No postage, no printing = a paperless solution.) According to the Direct Marketing Association, advertisers are likely to spend $700 million on email marketing campaigns in 2010. That number jumps to a projected $45.5 billion for traditional direct mail efforts in 2010. (Makes you wonder, is there more “spam” in your mail box, or your in-box?)
Ability to Measure: When building a strategy on budget the ability to measure ROI becomes essential. Stats on open rates, click thrus and applies are made relatively easy with an electronic approach. This is valuable data that can be further used to refine your message and approach.
Highly Targeted & Personalized: Email blasts are an excellent way to target both active and passive job seekers in very specific skill sets and geographies. Plus, there may be an opportunity to personalize the message with the subscriber’s name – you can increase click-thru rates tremendously this way!
I know from experience that email marketing works. Want to learn more about how an eblast may be thie right solution to fill your next “hard-to-fill”? Drop me a line here, or send an email to: blog@alstin.com.
“Real gross domestic product — the output of goods and services produced by labor and property located in the United States — increased at an annual rate of 5.9 percent in the fourth quarter of 2009 (that is, from the third quarter to the fourth quarter) according to the “second” estimate released by the Bureau of Economic Analysis”
Wow, awesome, super, start hiring people, recovery is here! Errrrt! Not so fast. While this should be taken as positive economic news on it’s face, I am afraid to be a Debbie Downer, but reality checks are my speciality. Inside the numbers, the revised estimate from 5.7% to 5.9% comes from gross private domestic investment which indicates that businesses are leading the recovery and the change in private inventories which showed the biggest upward revision to make up for 3.9% of the 5.9% GDP growth. Nerdy economists (the original Debbie Downers) however are not impressed with this revision as a sign of economic health rather a belief that recovery is sure to come…but not here yet. So, I guess that is the good news. The bummer of the 4Q GDP is that personal consumption is weak which, given the high unemployment and underemployment rate, is understandable as people are just unable to spend money – both paper and plastic.
Consumer spending accounts for a large part of GDP – almost 70% – so we need that to rise or else growth in the next couple quarters will go down. However, we cannot go into additional debt for consumption sake. Cases in point: Consumer debt: $13.5 trilly, Non-financial business sector debt: $11 trilly, Financial sector business debt : $16 trilly, State & gov’t local debt: $2.3 trilly, federal debt – not including future entitlements: $7.5 trilly (“Trilly” is my cute word for “trillion” as in trillions of dollars, eases the pain. ) Net exports increased from 1.9% to 2.3% – Hooray! But imports were revised up from 1.4% to 2% – Boooo! While I am happy to see the GDP revised upward we have a long way to go. Baby steps people.
Meet the recruitment advertising agency team that can help you get it done! Alstin Communications is an employer branding firm with an impressive array of CEA, NAA and Philly Gold awards. More than 300 local and national clients turn to us for strategies, communications and results. […]
Alstin Communications’ portfolio of creative work, including employer branding, ERPs, ecards, direct mail, social networking, SEM campaigns and more. Our interactive and print-based communications get companies in front of the candidates they seek. Recruitment advertising with “the power of done.” […]
Recruitment advertising meets employer branding. Alstin is an award-winning full service recruitment advertising and employer marketing agency with more than 300 local and national clients in all industries. See some of them here! […]
Employer branding is about being the first choice. Differentiating your organization is what will make you memorable, create positive perceptions, and sustain favorable familiarity. With Alstin Communications, the award-winning recruitment advertising agency, recruitment advertising means empowered hiring. […]
Alstin Communications is a recruitment advertising agency focusing on employer branding located in Philadelphia, PA. Need smaHRter recruitment advertising? Alstin serves more than 300 local and national clients. Contact us today at 215.568.3200 or email us at powerofdone@alstin.com […]
Not sure what is more pathetic here – the fact that the 16 year old employee was fired for losing a “tenner” she was given to run a biscuit fetching errand OR the pathetic language used by her manager to fire her via Facebook no less. 
In recent months social media, especially Twitter and Facebook, have gotten quite a bit of negative attention due to the recent Flash Mob incidents, which occurred in Philadelphia. I would like to balance this local negative attention with a global positive use of Social Media, especially Twitter.
By the looks of this blog, you might think we over here at Alstin eat, breathe and sleep all that is recruitment and retention. Every so often we’ll stray from the HR talk and bring you more on some of our favorite things, places and activities that also populate our daily lives.
The bite sized chunk version: 1985 Robbo classically tags the wall “ROBBO INC”, Robbo becomes legendary “Graffiti artist” by tagging the hell outta London with his traditional (time consuming), freehand, spray-painted work through the 80’s & early 90’s, slides into obscurity to be a dad and gives up Graffiti altogether. Banksy enters the “street artist” scene in the mid/late 90’s, becomes a master at the stencil & postering stealth style (quick & easy according to Graffiti artists), exhibits & sells his street art to worldwide acclaim (2007 work “Keep it Spotless” sells for 1.87 milli at Sotheby’s), publishes books, and exhibits in reputable galleries around the globe AND THEN in December 2009 visits the Regent Canal and defaces “ROBBO INC”. Team Robbo and Team Banksy war ensues. The article must be read to be believed. And I thought I was gonna read about the DOW tanking again. Thanks Wall Street Journal for a great piece. 
Recently the husband and I went on a Mural Arts Tour around Valentine’s Day affectionately titled “Love Letters”, a public art project consisting of 50 rooftop murals from 45th to 63rd Sts. easily viewable from the Market-Frankford El line. Stephen Powers, the mural artist, was born & raised in Philly and became a renegade (illegal) graffitti artist.
Jane, who legitimized the medium IMO, famously gets renegade graffiti artists like Powers to pledge not to do traditional tag & run graffiti but rather develops their skills and artistry into city-sanctioned beautiful works of art that often reflect the spirit of the community in which they are displayed. Powers did not want to sign the pledge but went on to become a famous NYC based artist. “Love Letters” is not only a personal exchange between him and a woman, but between him and the city he grew up in as well. 
Beautiful spring weather has hit the Philadelphia area–finally! Hopefully, the warm weather will also coincide with a thawing of frozen recruiting budgets, icy austerity programs and the glacial pace of economic recovery.
As a Creative Director by day and an artist by night, I’m especially interested in tips and tricks to stimulate creativity. As I’m writing this, there is a base line pumping through my office wall. Every once in a while, a “wiki, wiki, wiki” floats over. This is one of our graphic designer’s music of choice while she gets creative. On days she’s out, the designer she shares a workspace with tunes in to the softer sounds of adult alternative. Somehow they make it work. Me? I need silence if I’m writing and something soft and slow if I’m painting. We’re all creative, we just use different types of music to fuel our creativity.
Are you a natural problem solver? A wellspring of ideas? Wish you had been the first person to turn 
If you’ve ever watched Reality TV, it’s a safe bet that you’ve found yourself wondering: Where do they find these people?
The PR firm behind the job board explains it like this: “It used to be that those with aspirations of being in the entertainment industry dreamed of singing or dancing or acting … today, those aspirations now fall into another category.” Another category indeed.
Traditionally a rise in temporary workers is a very positive indicator of an improving economy. Here’s the idea: An increase in temp hiring means businesses are recovering, but, for obvious reasons, they are gun-shy about hiring permanent staff, especially if they recently had layoffs. So instead they add temporary staff, and if things continue to improve, these employers become even more confident and begin to add permanent workers. In early March, the U.S. Bureau of Labor Statistics reported that employment in temporary help services continued to increase in February–and an AP report states that this report is “a sign that the economy is soon likely to generate consistent job gains” and that this is “evidence that employers are slowly ramping up hiring as the economy improves.”
If you’re in healthcare, you already know about 
Obviously, the aim of the new standards isn’t to create more work for hospitals (or more opportunities for lawyers). It’s to ensure better care for all patients. The majority of studies find that racial and ethnic disparities in healthcare remain even after adjustment for socioeconomic differences and other healthcare-access related factors. With approximately 80% of the nation’s hospitals currently accredited by The Joint Commission, the potential for the new standards to make a true impact on patient care (and on your to-do list) is great.
Seriously, how awful were Huey Lewis and the News?
I read an article in the front section of the Philadelphia Inquirer on Sunday (yes, I still get a weekly printed newspaper—I’m old school sometimes…plus I like the coupons). The article, 
This brings me to the irony of another article I read in the same front section, 
For me the answer to the 
Skype-to-Skype calls/video calls are free (there are low cost calling plans too) and you’re able to dial up regular “old-fashioned” telephones with it – Skype is not just a computer to computer thing. There’s a whole bunch of useful features that you can explore for both personal and 
Alstin’s President, Mike Schluth, had one of the hottest tickets in town. And it didn’t have anything to do with baseball. 
Chris Baggott and Jay Baer’s webinar 
With record numbers of unemployed workers banging on your door you might think it’s ok to handle applications with an automated response telling them their application will be reviewed and they’ll be contacted if a match exists. With the ease of application realized through the internet it’s easy to view candidates as a necessary evil. But, recent surveys and signs show that hiring may soon be on the uptick-and you’ll lose the best prospects if your recruiting strategy doesn’t adapt.
Undercover Boss
First, let’s get the big question out of the way: Isn’t this approach just creating more spam? We’re an information and technology driven society. People opt-in (and have the ability to opt-out) to receive these messages – messages that are proven highly effective.
Wow, awesome, super, start hiring people, recovery is here! Errrrt! Not so fast. While this should be taken as positive economic news on it’s face, I am afraid to be a 
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