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Talent Revolution

THE island of Talented Corporate Misfits.

Let's do some sexy thinking...

Network Leader: Amanda Hite

Groups > Talent Revolution

TOP IDEA: Josh Allan Dykstra I've noticed a trend lately where more and more HR/OD people are being shifted to consultant roles instead of being FTEs. I'm actually excited about this, as to me it's an indication that we have an opportunity to completely replace HR with something entirely new and much more effective. Are you seeing any companies that are building new "people" constructs that don't look like "HR?" (Read all my thoughts here, if you like: "It's Time For HR To Die" http://bit.ly/kO0AX8.)

38 weeks ago from Company Culture, Human Resources, Innovation and Trends Group and Talent Revolution 2 more

Eric Pennington recommended this

Bonnie Jeffers: I couldn't imagine what on earth you were talking about reading the title "It's Time For HR To Die." After reading your post, I see where you are ...MoreI couldn't imagine what on earth you were talking about reading the title "It's Time For HR To Die." After reading your post, I see where you are going. Nothing like a little paradigm shift to wake me up in the morning! I will be reading more of you work.
38 weeks ago

Josh Allan Dykstra: Thanks, Bonnie! Would love to hear your thoughts on recruiting and how we can make it better -- that's a pretty interesting world in itself. I've ...MoreThanks, Bonnie! Would love to hear your thoughts on recruiting and how we can make it better -- that's a pretty interesting world in itself. I've been on the "other side" of recruitment a number of times and it (generally speaking, of course) seems to be a pretty de-humanizing process. To me, that just screams "perfect opportunity to build something new!"
38 weeks ago

Josh Allan Dykstra I think we're all pretty aware that the "job hunting" process can be pretty de-human-izing (in a very real sense) and maybe even toxic. But what do we do about it? I've written a bit about my thoughts at the attached link (http://wp.me/p9H4b-3x), but I'd love to hear what you all have learned/noticed/etc. Any great ideas on what we can do to make this process better?

67 weeks ago from Inspiring Leadership, Talent Revolution, Innovation and Trends Group, Career Rocketeer and Career Changers 3 more

Brett Kunsch recommended this

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Brigid Slipka: I am approaching my job hunt as looking for a good match between me and the firm. They're not just choosing me but I'm choosing them. This makes ...MoreI am approaching my job hunt as looking for a good match between me and the firm. They're not just choosing me but I'm choosing them. This makes me feel like I have a little more control over the process - if no job offer comes up, it what is for the best for me as well as for them. Interestingly, I've had several "non offers" but am still in contact with those firms because though that particular position wasn't the right fit for me, I liked the people and want to just stay in touch over the long term.
67 weeks ago

Dain: Great outlook Brigid :)
67 weeks ago

Elizabeth Marling Does anyone have an experience to share per how you managed to incorporate one of your talents into a position/job that didn't require it? Were you glad you did it? I have done this and was very happy with the result. It was a great learning experience, flexing of mental muscles and confidence builder. Anyone else have any thoughts?

75 weeks ago from Talent Revolution

TOP IDEA: Ryan Paugh I got the most awesome video today from Amanda Hite over at Talent Revolution >> http://bit.ly/bhmJqw It was a good reminder of how important it is to show appreciation to the people in our communities that help us breathe life into what we do. So what have you done lately to show appreciation to your community? I'll be the first to admit that I could be doing more. Little things go a long way and that's where I am going to start.

84 weeks ago from Community Managers, The Appreciation Revolution and Talent Revolution 1 more

Phil Tomas: One thing I do in a kind of unstructured way is clean up around me. This can be at home or out somewhere, particularly if I see something that ...More One thing I do in a kind of unstructured way is clean up around me. This can be at home or out somewhere, particularly if I see something that somebody else threw on the ground, or something that's been ignored but should (ideally) be cleaned up, I'll pick it up and dispose of it or recycle it in the nearest garbage or recycling bin, and if one's not near, I put it in a plastic bag and carry it to somewhere I know there is one. A little less clutter in our environment shows a little more consideration towards others, doncha think?
77 weeks ago

Ryan Paugh: I agree. That's an excellent way to show your appreciation to their environment around you and the people who live in it. On a more one-to-one ...MoreI agree. That's an excellent way to show your appreciation to their environment around you and the people who live in it. On a more one-to-one basis, how are you showing your important connections that they're still important to you? I love cleaning up the environment, but to show appreciation to your peers I think it almost requires more undivided gratitude.

Know what I mean?
77 weeks ago

Ryan Paugh I was just catching up with some of my favorite bloggers and stopped by Lance Haun's blog to read this guest post by Benjamin McCall >> http://bit.ly/cYuhyl Should all HR Professionals have an MBA? It seems like it couldn't hurt and would also help you understand what's happening on the Business Development side of the company you work for. Or is going back to school for an MBA just a waste of time for HR folk?

87 weeks ago from Human Resources, ERE on Brazen, Recruiters Unite!, Corporate Talent Acquisition and Talent Revolution 3 more

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Janet Vas: It would depend of the HR model being utilized and the industry. HR also has many areas of expertise where an MBA has no specific training. I ...MoreIt would depend of the HR model being utilized and the industry. HR also has many areas of expertise where an MBA has no specific training. I would caution against a perscriptive statement indicating an MBA is helpful to all HR professionals and speciality areas.
86 weeks ago

Tony Deblauwe: One thing for sure - an advanced degree means more than a SHRM certificate. No offense to SHRM but in context, more credibility with the degree.
86 weeks ago

Ryan Paugh Okay, I'm sold that all of you HR and Recruiting professionals are buying into Social Recruiting (you are, right?). What I'm wondering now is how much flack you are getting from the Marketing/PR departments who are used to having complete authority over your company's messaging? How are you guys dealing with this? Do you work in tandem with your company's marketing people or do you run your own show? Share your war stories if you have war stories to share ...

88 weeks ago from Recruiters Unite!, Corporate Talent Acquisition, ERE on Brazen, Talent Revolution and Human Resources 3 more

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Tony Deblauwe: We do it in partnership as much as possible. We take their guidelines and non-negotiables and craft an approach that way.
86 weeks ago

Sara Gallagher: When you're dealing with a mid-sized (180 employees) privately owned company, this is a little easier. Even though we're much larger now than we ...MoreWhen you're dealing with a mid-sized (180 employees) privately owned company, this is a little easier. Even though we're much larger now than we were five years ago, our marketing is still done through the CEO's office. We have a Director of Marketing, but her office is right next to the CEO and so there is constant communication between marketing and the business office/HR/etc. about our company messaging. One of the responsibilities I have is to serve as a liaison between the CEO's office/Marketing and the rest of the company. I ensure that everyone has the freedom to use social media to their best advantage, while following a few general guidelines about our brand and how we want to present that brand to others.
86 weeks ago

Ryan Paugh Are hiring managers going too far with reference checks? I just read an article on MSNBC that blew me away (http://bit.ly/qwHU0). It's no surprise that they're referencing Facebook and LinkedIn pages, but calling unauthorized references seems nuts! What do you guys think? Are there any ethical considerations that should be made when doing a reference check?

89 weeks ago from ERE on Brazen, Human Resources, Recruiters Unite!, Talent Revolution and Corporate Talent Acquisition 3 more

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Lindsey Anderson: I think if you've listed a place of business on your resume but didn't list someone from that place as a reference, it's still fair game for the ...MoreI think if you've listed a place of business on your resume but didn't list someone from that place as a reference, it's still fair game for the prospective employer to call them. And as far as the internet goes, make sure you're careful with your use of FB and other social networking sites - you don't want that picture of some drunk guy motorboating you to come back to haunt you so don't put it on facebook!
89 weeks ago

Bryan Baldwin: I don't think most hiring managers go far ENOUGH on reference checks. I also agree with Steven on off-list checks being industry standard. Where ...MoreI don't think most hiring managers go far ENOUGH on reference checks. I also agree with Steven on off-list checks being industry standard. Where organizations short-cut is they don't give the person the opportunity to explain a bad reference. But when you're dealing with 75 resumes for one position... I think the bottom line is people need to manage their social networks.
89 weeks ago

Ryan Paugh How are you using Twitter as a recruiter? Are you engaging or broadcasting? I believe that engagement and conversation with job seekers is crucial. Unfortunately many organizations are pushing their employees to simply disseminate the information. What do you think is the right way to use Twitter for recruiting, and are you ready to take a stand? (Inspired by Susan Strayer's session at the #SocialRecruiting summit: http://bit.ly/bR5sS6)

90 weeks ago from Recruiters Unite!, Human Resources, Talent Revolution, ERE on Brazen and Corporate Talent Acquisition 3 more

Ryan Healy and Andrew Arn recommended this

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Ryan Paugh: @Andy: Hear, hear! There are a lot of crap jobs out there and part of what makes Twitter so great is it gives job seekers the opportunity to ...More@Andy: Hear, hear! There are a lot of crap jobs out there and part of what makes Twitter so great is it gives job seekers the opportunity to create a trusted relationship with recruiters. This is true for other types of Social Media as well. Show value beyond your job postings and more passive candidates will come to you when it's time for them to find a new job.
90 weeks ago

Jim Parker: Ryan this is a great question! Twitter adoption and its use depends on the company. Some use it to send updates and others use it to have ...MoreRyan this is a great question! Twitter adoption and its use depends on the company. Some use it to send updates and others use it to have conversations with followers. Following potential employers or thought leaders in the industry help candidates learn of current issues which could make interviewing go smoothly.
90 weeks ago

Ryan Paugh Just got back from the Social Recruiting Summit in Minneapolis. My favorite session was led by Andy Drish (a fellow Brazen Careerist). He talked about how technology is advancing faster than any policy or regulation. This creates a paradox for many recruiters. Do you take advantage of the latest and greatest technologies available, or wait for approval? How are you handling this in your organizations?

90 weeks ago from Recruiters Unite!, Human Resources, ERE on Brazen, Corporate Talent Acquisition and Talent Revolution 3 more

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Todd Nilson: Our organization adopted social media tools for recruiting early on, but we were fortunate being a smaller technology company whose leadership ...MoreOur organization adopted social media tools for recruiting early on, but we were fortunate being a smaller technology company whose leadership recognized the potential. The sooner larger enterprises wake up to the fact that they are hobbling their Recruiters from networking on an even playing field, the better.
90 weeks ago

Tony Deblauwe: Most of the recruiters we work with are contractors. Between our tools (enterprise ATS, media, etc) and theirs, the bridge of technologies happen.
86 weeks ago