Get Schooled by YouTubers: Content and Business StrategyHow to Build Your Brand on YouTube and Reach New CustomersThanks to Google, YouTube Is Now a Viable Channel in Any Social Media StrategyHow to Maximize Your YouTube Views and Subscribers [INFOGRAPHIC]
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New IBM Study Reveals 3 Key Characteristics of the Most Successful CompaniesTalking Strategy and Data with Shannon Lee of Precision StrategiesHarnessing Mobile Users: The Power of Big Data in Social AppsMinority Report: Confronting Privacy Issues in Big Data Gathering
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Show of hands, how many people remember when getting hired was all about putting your best foot forward during a face-to-face interview and hoping they liked you? Or when an interview was the first opportunity you had to make a good impression? These days, when the hiring manager says, “tell me about yourself” she probably already knows more about you than you think.
Picture the scene: you’ve advertised for a new employee, conducted the interviews and selected who you think is the ideal candidate. Their first week of work rolls around and it goes without saying that you’ve got high hopes.
Communications is not a science; it’s an art so it’s very difficult to put data around hiring a firm. But if you like the people, like their philosophy, and they do all of the things listed in this post (and can prove it through case studies and references), you’ll have a good match.
I was in a meeting the other day with the executives of an organization that is right on the tipping point of success. But when we asked what they do differently than their competitors, the silence was deafening.
All of the onboarding in the world cannot fix poor sales hiring practices. The expectation, when onboarding a salesperson, is that the right individual has been selected for the role. When companies cannot skillfully make selection decisions, the onboarding benefits become a pipedream.
We get to know people online first and then, if we think they might be a good fit, we do the in person thing. Then they get to go through the formal interview process and take a writing test. By the time they’re hired, we already know where they’ll fit, how they’ll fit, where their strengths lie, and how others on the team will fill in for their weaknesses.
"The problem is, though, business owners are making decisions on whom to use as their “social media expert” based on age. I couldn’t think of a more ridiculous way of making a hiring decision."
Social media is so much more than just plugging products on Facebook – it’s about maintaining a conversation, building organic relationships, and making sure the social media department isn’t veering off course and one person can’t shoulder that responsibility alone.
Job fairs are usually known as events with less-than-impressive employers recruiting for less-than-desirable positions. This was not the case at all. Apple, Dell, Google, Salesforce.com and other notable tech, media, startup and other digerati -- about 70 companies present -- were out in full-force.