Archives For social media

Sprout 2

As a talent leader working for a non-profit organization that is heavily vested in social media, I’m constantly looking for new tools and resources that increase our efficiency and enable us to have a greater impact in our recruiting and employment branding efforts. My budget is limited which generally steers me towards free, or nominal cost, platforms. It has to be a pretty valuable tool for me to make an exception to that rule. Sprout Social is one of them.

Founded in 2010, Sprout Social is a social media management platform that allows you to actively manage a variety of social media channels. The platform features robust analytics and a reasonable price point for SMB’s and non-profits (pricing details below). Sprout is a private company backed by the venture funds of NEA and Lightbank.

I’ve been using Sprout for several months now, and it’s become one of my ‘must have’ social media resources. The biggest value for me is efficiency and time-savings. I’m involved in the management of nine social media platforms (across Twitter, Facebook, and LinkedIn). I also manage three hashtag communities. The ‘smart inbox’ feature is an invaluable time-saver that aggregates all of that content into one stream I can review through the web or a mobile device. Sprout also provides the ability to ‘pin’ tasks. If you have multiple users managing your social media accounts, you can use this feature to delegate follow-up and assign tasks to team members.

There are some limitations that in my mind prevent Sprout from being an all-in-one social media platform. I prefer Buffer for scheduling as it allows more flexibility in scheduling send patterns for multiple channels. I also feel HootSuite and TweetDeck are better real-time social media monitoring platforms with their multi-column displays.

The above limitations notwithstanding, Sprout has become the most valuable tool in my social media tool belt. While there are other enterprise platforms out there that do all of this and more, Sprout’s feature-rich capabilities and price point make it a solid tool for many organization’s social media management efforts.

  • Website: http://www.sproutsocial.com
  • Cost: Pricing starts at $39/user per month for the entry-level ‘Standard Plan’. You can expand your feature set at two other plans, including Deluxe ($59) and Premium ($99). Full pricing details can be found here. *Note: they do offer non-profit discounts, so if that applies to you be sure to ask.
  • Mobile Friendly: Very – they have Android and iOS mobile apps for iPhone and iPad that are feature-rich and deliver almost all of the functionality of the website.
  • Recruiter Benefits: Numerous. Managing multiple social media accounts, hashtag community management or tracking, keyword monitoring, built-in RSS reader, boomarklet for easy sharing, engagement analytics and reporting, conversation history, scheduled publishing and more. The ‘smart inbox’ is the single biggest time saver if you actively manage multiple accounts.   
  • Rating: 9/10
Sprout

Screen shot of Sprout’s iOS app.

NPRTwitterChat2

We’re back!

The first #NPRTwitterChat was created to bring together seasoned professionals at the intersections of social media, recruiting, and HR with job seekers for a discussion about social media. The turnout was great, with hundreds of participants contributing their thoughts and insights. Mashable covered it in the article, “How To Effectively Use Twitter As A Job Search Resource“.

The most popular question once the event wrapped up? When’s the next one?

So we got together with our friends at Twitter and decided to make this a quarterly event. Our next #NPRTwitterChat will be Thursday 5/30 at 7pm EST. The format will be the same as the last event. We’ll bring in a diverse pool of experienced recruiting and HR professionals to cover 5 topics related to your job search. We’ll cover topics including:

    • Internships: Social Media advice for graduating students
    • Experience: The job requires experience, but I don’t have any, so how do I get it?
    • CoolTools: Tools, tips, and tech to help your job search
    • Rejection: I’m a perfect fit for the job why didn’t I get it?
    • Networking: How to build relationships with recruiters and/or employees of the companies you’re interested in?
    • Jobs: Hiring? Let attendees know in this rapid-fire job promotion at the end of the event. 

We’re also hosting a special one hour TalentNet Radio with Craig Fisher (@Fishdogs) and recruiters from Twitter Tuesday 5/28 at 7pm EST. This will be aimed more towards a recruiting/HR audience, but anyone can dial in or follow along on the #TalentNet hashtag. You can check out our last #NPRTwitterChat TalentNet Radio here.

If you’re new to Twitter chats, there are useful tools like TweetChat.com that make following live chats easier. You can find additional resources here. We’ll be posting a recap of the highlights on Storify following the event.

We hope to see you 5/30. It’s an open event, so invite anyone you think might benefit or have something to add to the discussion.

War For Talent

I have to get something off my chest. The term ‘war for talent’ is bullshit. It’s a tired idiom that’s been used and abused in recruiting vernacular for over a decade. It’s time for it to be retired.

Have you Googled the term?

202MM results. I’m not kidding. The term even has it’s own wikipedia page. It’s been attributed to Steve Hankin from McKinsey who coined the phrase in 1997. That was during the heydey of the first dot com boom. I suppose it was clever at the time, and I’m sure it earned him a few high fives from his fellow consultants.

I remember recruiting in 1998, working with clients like eToys who would hire and relocate technical talent based on a phone screen. It was a highly competitive market and you had to move fast if you wanted to compete – but it wasn’t a war. The tech hiring market is almost as competitive now. It’s still not a war.

The ‘War For Talent’ is everywhere

Books, conferences, across the pond, in healthcare, being taken on by CEOs, even searching for beasts?! Just when you think the white flags are out and it might be getting better, ‘McKinsey Predicts The War For Talent Will Go Nuts By 2020′. NUTS! We’re all screwed.

The good news is that some of my colleagues get it, and are doing their part to stop the madness. See Lance Haun’s, “Lay Down Your Arms: There Is No War For Talent“.

Rather than vent about the problem, let’s find a solution

Let’s put our collective brains together and come up with something new and snappy for our recruiting, HR, and marketing friends to use. I’ll get it started…

    • Hiring, Get Some!
    • The Highly Competitive Market For Acquiring Skilled Labor
    • Take Your Company To Hire Ground
    • My Hire Is Higher Than Your Hire
    • Yo Quiero Talent
    • Your Development Team Is Quite Extraordinary, We Will Take Them Now
    • Or you can get defensive: This Is Not The Talent You’ve Been Looking For

Have a substitute for ‘War For Talent’? Leave a comment and share them.

Help Wanted: Only Ninjas, Gurus, Jedis, and Rock Stars need apply…

Recruiting has a problem. In the crowded world of social media it’s becoming more difficult to stand out. 

I applaud most efforts to create compelling job descriptions, I’ve experimented with infographics and other formats myself, but I’m afraid we’ve gone a few steps too far in our efforts to compel clicks, likes, and RTs. Job descriptions have become so buzz-jargonized that it’s hard to take some of them seriously. In a world of ninjas and gurus, how does a regular job seeker know where they fit in?

According to Indeed.com, there was a 2,500% increase in jobs using the term ‘ninja’ from May 2006 to May 2012. The term ‘guru’ has seen a steeper climb, increasing from 6,500% from its debut around March 2008 to its peak around March 2011.

I’ve spent most of my career with at least a toe in the waters of technical recruiting, and assumed most of this buzzword abuse came from that sector. I was surprised to find that these terms have made the leap outside of tech, and now can be attached to anything. In a few minutes of research I found these terms applied to internships, grilled cheese cooks, coffee baristas and my favorite – fun guru. Continue Reading…

The following is a post I contributed to Careerealism’s Professional Emancipation Project (P.E.P.)

There is a lot of discussion about how, where, and why one must use social media in today’s digital economy. It can be a bit overwhelming for some. The following myths and truths are intended to demystify some of the ways in which you can utilize social media as a job search resource.

Myth: You Must Use Social Media To Find A Job

Truth: Despite what many experts tell you, social media is not an absolute requirement for all jobs and careers. There are many fields where traditional job boards and resumes are still effective tools for finding your next job. Generally speaking, social media tends to be most effective as a job search tool in ‘corporate’ roles and careers where you have a cubicle, desk, or office.

Myth: You Must Build Your Personal Brand

Truth: The term ‘personal branding’ was introduced in 1937. It’s become a common, though somewhat maligned, term in today’s digital economy. Supporters view it as a word of empowerment, taking control of your ‘business of one’ and presenting your self in an orchestrated and deliberate way. Detractors argue the term is contrived, and positioning the individual as a commodity or ‘brand’ is wrong and lacks authenticity.

Perhaps a better term to define the concept is ‘Digital Footprint’. What does this mean? Google yourself. What you find is your digital footprint. It’s the sum of your collective digital presence – social media, blogs, interviews, etc. Putting some thought into how you present and organize these findings helps you cohesively build your digital footprint. You can use tools like Knowem to search domains and social media account for particular names you might want to use for your digital accounts. While by no means required, having similar names for Twitter, LinkedIn, blogs, and so on makes it easier for recruiters and hiring managers to find you.

Continue Reading…

#NPRTwitterChat To Return As A Quarterly Series

By Lars Schmidt

February 26, 2013

Washington, DC / San Francisco, CA - The collaboration between the Human Resources teams at NPR and Twitter, #NPRTwitterChat, has been extended to a quarterly series. The one hour chat, covered in the Mashable article, ‘How to Effectively Use Twitter as a Job Search Resource‘, brings together a mix of global subject matter experts at the intersections of human resources, recruiting and social media to share insights and tips with job seekers.

“#NPRTwitterChat is intended to bring together diverse views and opinions about the role social media plays in your job search,” commented #NPRTwitterChat founder and NPR Head of Talent Acquisition & Innovation Lars Schmidt (@ThisIsLars). “We received a lot of great feedback on the first #NPRTwitterChat, so are excited about the opportunity to continue collaborating with our friends at Twitter HR to keep it going.”

Twitter’s Recruiting Operations Lead and #NPRTwitterChat co-founder, Anitra Collins (@anitra10), added “I love being a part of such an insightful discussion. The #NPRTwitterChat gives participants front row access to real-time engagement between HR Experts across the globe. The diverse tips and techniques shared during the chat are unparalleled.” Continue Reading…

This is my first attempt at a live-blog, and will be updated throughout the day on Wednesday 2/20.

Today I’m traveling to New York to join The Muse’s panel, The 140 Character Resume: How Your Social Media Footprint Can Get You Hired (#smw140resume), at NY’s Social Media Week – and I’m taking you with me. The day will be filled with coffee, trains, wifi, sessions, meetings, coffee, and mixers. I’ll be taking pics, vines, and video along the way. I think it will be an interesting way to share the experience and what I learn – and hopefully it won’t suck.

5:30am: Good morning. Here we go…

20130215-074232.jpg

Rise and shine

7:03am: Arrived at Union Station. Checked in. Bought coffee. Wondering how many times I’ll write ‘got coffee’ today. Also, learned how to embed a tweet into WordPress.

Twitter's Chris Dobbins, NPR's Lars Schmidt, Jennifer McClure and William Tincup discuss the upcoming #NPRTwitterChat event at Twitter HQ. [photo courtesy of Craig Fisher]

Twitter’s Chris Dobbins, NPR’s Lars Schmidt, Jennifer McClure and William Tincup discuss the upcoming #NPRTwitterChat event at Twitter HQ. [photo courtesy of Craig Fisher]

Last week was the debut of #NPRTwitterChat, a collaboration between the HR teams of NPR and Twitter aimed at helping job seekers use social media as a job search tool.

There were over 800 tweets sent throughout the one hour chat. The Storify link below captures some of the highlights. Feel free to share freely with anyone you think could benefit.

Click to view the story “#NPRTwitterChat Recap” on Storify

Thanks to our friends at Twitter’s @JoinTheFlock, especially Janet Vanhuysse (@janetvh), Anitra Collins (@anitra10), and Chris Dobbins (@dobbins) for collaborating on this effort. I also want to thank some of the HR/Recruiting friends who shared their expertise including Laurie Ruettimann (@lruettimann), Alexandra Levit (@alevit), Craig Fisher (@Fishdogs), William Tincup (@williamtincup), Susan LaMotte (@SusanLamotte), Jennifer McClure (@JenniferMcClure), and Curtis Midkiff (@SHRMSMG). Continue Reading…

NPRTwitterChat2As we approach next week’s #NPRTwitterChat event (Thursday 1/31, 5-6pm EST), our friends at #TalentNet will be hosting the voices behind the @NPRjobs and @JoinTheFlock Twitter accounts to share their experiences managing and building social recruiting platforms on Twitter. The event will be Tuesday 1/29 from 7-8pm EST and you can listen to the live broadcast at TalentNet Live’s BlogTalk Radio Page, and/or follow along on Twitter using the #TalentNet hashtag.

The one hour event will be hosted by TalentNet founder, Craig Fisher (@Fishdogs), and include Lars Schmidt (@ThisIsLars) from NPR and Anitra Collins (@anitra10) from Twitter. We’ll provide the background on #NPRTwitterChat, and share insights on building and managing a social recruiting platform on Twitter during conversation in the following areas.

Q1. What advice do you have for employers looking to leverage Twitter as a recruiting channel? Any lessons learned?

Q2. What are the most common myths or misperceptions about using Twitter to find jobs or candidates?

Q3. How do Twitter chats like #NPRTwitterChat fit in? What’s the best way to stand out on a Twitter chat?

You can also learn more about #NPRTwitterChat in this interview Social Media Club DC conducted with me and one of our #NPRTwitterChat guest experts, Susan LaMotte (@SusanLaMotte).

NPRTwitterChat2I’m excited to announce a new collaboration between the NPR and Twitter Human Resource teams aimed at helping job seekers learn how to use Twitter as a job search resource – #NPRTwitterChat. You can learn more about this project on the NPR.org’s This Is NPR blog here.

The event will be held Thursday 1/31 from 5-6pm EST. You can follow along by watching the #NPRTwitterChat hashtag through Twitter.com or a tool like TweetChat.com. I’ll be using Storify to compile the key highlights and recommendations from the event for job seekers I’ll share here following the event.

If you have questions about using Twitter as a job search tool you’d like us to cover, tweet them to us using the #NPRTwitterChat hashtag by 1/25/13.