Tag Archives: Steve Boese

My farewell speech to HR Florida (part one)

Goliath has power, but David got game! #HRFL12

Deep thoughts

Good morning. It’s the Sunday of 2012 Labor Day weekend, so it’s a lock that no one will be reading this is until at least Tuesday.  That’s alright. I might not finish it until Tuesday.  We’ll see.

It’s also the first Sunday after the 2012 HR Florida State Conference, and something of a transition point for me personally.  I’ve been involved with the HR Florida social technology efforts, formally and informally since 2008, but that’s ending.   It’s been a wonderful experience, but it’s time to pass that torch to someone with new ideas.  It’s also time for me to go try some new things I have been wanting to do for a while.

So this is the blog equivalent of my “I won the Oscar” and now I have to say something speech.  I have some thank yous to give out, some love to share, and even a small call to action or cause to share with you.  Please indulge me, at least until they start playing the get off the stage music, or bring out the big hook.

Giving Thanks

I hate “thank you” lists because I KNOW I am going to miss somebody, but here goes.

Thanks to every conference team member I have worked with over the past five years.  You always make me feel like I was a part of something dynamic and wonderful  when I get to share your passion and dedication getting  the Conference done every year, bigger and badder than the year before.

Thanks to the blogging team members over the past few years for everything you did.  You know them all:  Kris Dunn, Laurie Ruettimann, Jessica Lee, Michael Long, Steve Boese, Trish Mcfarlane, Mark Stelzner, William Tincup, Bryan Wempen, Victorio Milian, Ben Eubanks, Franny Oxford, Amanda Hite, Joe Gerstandt, Jason Lauritsen, Lisa Rosendahl, and  Joni Doolin. (kept away only by a hurricane that actually damaged her house)

I’m really grateful to Sharlyn Lauby for asking me to be part of that first social media along with Laurie, Kris, and Jessica.

No SHRM state chapter has done more to advance the adoption of social media into our profession, and into the conference experience than our team at HR Florida.  It’s so important to have leadership with vision, and the balls to take some risks.   None of this would have happened without the leadership of a very special of people that includes Kitty Fields, Dana Chatelain,Stephen Harrison, and Heather Vogel.   I know I left some names off this list, but this group has been working to advance our profession for the past five years, and longer.

My final thanks is for Carol McDaniel.  Thanks for everything you have done for me over the last five years.  My life is different because of you.

That almost 500 words, just for the recognitions.  I’ll be back later with more.

 

 

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It’s a social thing. Fantasy sports and HR go together #HRpuckheads

Yahoo! Fantasy Sports page
Image via Wikipedia

Fantasy Sports  and Internet Use

Steve Boese did a fun show on HR Happy Hour called Moneyball and Talent.  I have embedded a link at the bottom of the post. It is worth a listen.  It got me thinking that I haven’t written sports post in a while.  It also got me thinking about fantasy sports.  I am a huge fantasy sports nerd.  In fact, today at 1 PM ET, the first HR Puckheads fantasy hockey draft will be taking place.   Team owners include my buddies Dave Ryan, Dwane Lay, Josh Rock and a few others. I am sure we will keep you up to date throughout the season.  (Note to my Puckheads, I shall crush you all!)

So let’s turn to fantasy sports and personal internet use at the office, which today largely means social media.  Of the two, which do you think is the bigger workplace timesuck?    Here are some numbers.

In a 2010 article from BusinessWeek,  Challenger, Gray & Christmas estimated that American companies were losing as much as $1.5 billion in productivity during an average football season because of fantasy leagues.  This pales in significance to the numbers from a 2006 article from INC.  which claimed  that employees were costing  U.S. employers an estimated $544 billion in lost productivity each year.

These aren’t exactly up to the minute numbers, making it unlikely that the time spent by employees on Facebook or shopping is going down.

My Yahoo fantasy sports empire

If you don’t participate in fantasy sports leagues online, you may not understand what that looks like.  To give you an illustration.  Here is a list of fantasy sports leagues for the last several years, courtesy of Yahoo.    please don’t judge me on either team names, which I am generally responsible for for, or league names, most of those are owned by others.  You will note hints of both humor and competitiveness in this entirely fake “sporting event.”

Very social behavior, even for those people who may otherwise eschew social media.

Game Year Rank Team League Commissioner Private League
Baseball 2011 5 of 10 Square Grouper Around The Horn No Yes
Football 2011 5 of 12 * tampa buc teeth Brady+Ocho=Super Bowl No Yes
Hockey 2011 N/A * Hostile Environment Serious GMs No Yes
Baseball 2010 3 of 12 Talking Heads Grandma’s Kitchen No Yes
Baseball 2010 1 of 4 RobDibbles Roast Beef Baseball No Yes
Football 2010 8 of 12 brettfavrebeans T.O.+Ocho=Disaster No Yes
Baseball 2009 6 of 10 Old Skool Rays The Last Day No Yes
Baseball 2009 8 of 12 Tampa Bay RayRays League of Amazing Owners No Yes
Basketball 2009 2 of 12 El Pistones Triple Double No Yes
Football 2009 5 of 12 DefensewinsHockey Defense Wins Championships II No Yes
Hockey 2009 1 of 4 Ex-Rays Stanley is my Daddy No Yes
Tournament Pick’em 2009 40% Tampa Big 10 Bracket Overall Leaders No No
Tournament Pick’em 2009 37 of 48 Tampa Big 10 Bracket Social Media Geeks No Yes
Baseball 2008 1 of 12 TampaTigers BASEBALL FOR DUMMIES No Yes
Football 2008 2 of 8 Buc The System Defense Wins Championships No Yes
Hockey 2008 2 of 10 Redder Wings NHL Love No Yes
Hockey 2008 6 of 12 Tampa Bay Bolts It’s All Good No Yes
Baseball 2007 1 of 8 Amsterdam  Terrors Baseball Boners No Yes
Baseball 2007 5 of 12 Dutch Treats Yahoo Public 249832 No No
Baseball 2007 1 of 4 Amster Dams The League That Will Kill You No Yes
Basketball 2007 11 of 12 Run and Sun Yahoo Public 91968 No No
Hockey 2007 6 of 12 Tampa Tarpons Yahoo Public 80648 No No
Hockey 2007 2 of 8 Bay Island Bolts shawn blanks league No Yes
Baseball 2006 7 of 12 General Tsos Chicken Yahoo Public 23451 No No
Baseball 2006 4 of 12 Old Tampa Bay Shrimp Yahoo Public 242190 No No
Basketball 2006 3 of 9 Re Bounders THE CHALLENGE No Yes
Basketball 2006 2 of 12 Bouncers The Sky Walkers No Yes
Hockey 2006 7 of 12 Fried Cheese Wings Yahoo Public 37475 No No
Hockey 2006 5 of 20 Amsterdam Canalboy Cup Dreams No Yes
Baseball 2005 4 of 12 Squid Nuggets Yahoo Public 156790 No No
Baseball 2005 2 of 12 Tampa Bay Shrimps Yahoo Public 165581 No No
Basketball 2005 9 of 12 Storm Serge Yahoo Winner 8649 No No
Hockey 2005 1 of 8 Utrecht Dynamo Leafs Fans League No Yes
Hockey 2005 10 of 10 Northwest Mechanical CTOWN-NHL No Yes
Baseball 2004 4 of 12 Tampa Bay Shrubs Yahoo Public 269763 No No
Basketball 2004 1 of 12 Dunkin’ Dough Nuts Yahoo Public 251 No No
Basketball 2004 4 of 12 French Krullers Yahoo Public 132411 No No
Baseball 2003 4 of 12 Ding Kings KINGS OF THE DIAMOND No Yes
Baseball 2003 10 of 10 Ding Kings Sandbox Allstars No Yes
Basketball 2003 3 of 12 Dribbling Droolers Yahoo Public 51780 No No
Golf 2003 81% Foo Fighters Overall No No
Hockey 2003 3 of 12 The Better than Best Yahoo Public 4242 No No
Hockey 2003 6 of 10 Better than Ever Bloody Knuckles Missing Teeth No Yes
Basketball 2002 3 of 12 Dribbling Dunces Yahoo Public 35201 No No
Hockey 2002 2 of 12 Ding Kings Yahoo Public 46493 No No
Hockey 2002 2 of 7 Red DingWings Wide World of Hockey Yes Yes
Hockey 2002 5 of 10 DingWings NEW YORK HOCKEY LEAGUE No Yes
Hockey 2002 4 of 8 Ding Kings Concussion Boys No Yes
Baseball 2001 3 of 12 Knight Hawks Yahoo Public 64915 No No
Baseball 2001 6 of 12 Raptors Yahoo Public 214757 No No
Basketball 2001 3 of 12 Hosing Hoosiers Yahoo Public 47452 No No
Hockey 2001 3 of 12 WingDings Yahoo Public 49135 No No

 

Listen to internet radio with Steve Boese on Blog Talk Radio

 

 

 

 

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HR Florida and social media: to change or not to change

William Shakespeare

 Time to change my role? That is the question.

I feel like I am at something of a personal crossroads, and I am looking for some feedback.

I have attended the HR Florida show and been involved with social media at the event every year since 2008.   The trajectory of my involvement with HR Florida looks like this:

  • HR Florida 2008 – I was just beginning my new phase of HR geek conference attendee tweeting and live blogging from the event because it seemed cool  and I had seen people doing the same thing at tech shows I attended.   I was crazy about Twitter and wanted to show other HR practitioners how Twitter could be a great tool for them.  I evangelized about social media like mad, and nobody very much attention.  Most of the time, they got that now familiar glazed look in their eye and took the most convenient escape route as soon as possible.
  • HR Florida 2009  –  I was invited by the HR  Florida leadership team to be a part of their first ever conference blogging panel along with Jessica Lee, Laurie Ruettimann, and Kris Dunn.   It was an excellent experience that involved blogging, tweeting, great networking with the HR Florida team, and a panel presentation moderated by Sharlyn Lauby where the members of the blogging team all discussed why we blogged.  I also planned and pulled off the first ever official HR Florida tweetup event.  It may even have been the first HR state conference tweetup as well, although I have never researched that.
  • HR Florida 2010 –  This was the year that I took over as the leader of the HR Florida blog team.   My goal was to move the conference experience from one where the blogging team reported on the conference experience to one where the team aided HR practitioners in understanding how social media tools could be put to work in their own business situations.   I also hoped to move the forward the acceptance of social media in the HR profession.  I started by putting together a team of wide depth and experience, including Trish Mcfarlane, Steve Boese, Mark Stelzner, Franny Oxford, and William Tincup.   We also added a large number of social media speakers to the HR Florida program, added social media preconference sessions, and did a panel about using social media to work in the work place.  We also hosted the first Voice of HR booth, held a tweetup event sponsored by Monster, and invited leadership from SHRM national and state conferences to attend our conference.   All this activity was designed to expose our average conference goer to social media in variety of ways.  I believe that our goals were largely  accomplished.
  • HR Florida 2011 –  I was the conference for what became the social technology team this year.  My goal for 2011 was not to expose HR people to social media anymore, but rather to help them put it to work.   Our social technology team consisted of Kris Dunn, Franny Oxford, Bryan Wempen, Victorio Milian, Ben Eubanks, and Joni Doolin, all of whom put social media to work in their businesses every day.  Activities this year included a pre-conference social media academy, a panel on putting social media to work, and a social media hub on the exhibition hall floor.  At that wrap, I was left with the feeling that social media is now an accepted part of our profession, and people are hungry to learn more about it.

Mission accomplished?

This bring me back to the feedback I am seeking.  I am trying to decide if I should return to HR Florida for one more year as the leader of the blogging team.  I love doing it, and it provides me a great way to get things done in the profession, but I can’t help but wonder if it is time for a change.  Maybe someone with new ideas could change things up, and take these efforts in a new direction.  Either way, we need to change things up a bit for next year.  I don’t know what this would look like, but I am drafting a blog post about it that will go up later this week.

So help me out by answering a couple of questions.  Should I stay around for another year? If I do, what would one great idea/issue would you like see a big state HR conference chapter related to social media?

Share your thoughts in the comments, PLEASE! Thanks!

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Radian6 is looking for a Social Media Strategist

Radian6 Rockstars of Social CRM
Image by Christopher S. Penn via Flickr

 Social Media Career opportunity

There are some people in the HR/Social Media space  who could do this job.  I thought I would post it for you in case you are interested.   Oh, and the work could be vertical.  If I hadn’t just landed a social media gig of my own, I’d be applying for this one!

Someone should probablypoint this gig out to Steve Boese!

 Social Strategist

Location: Flexible

Radian6 is currently recruiting a Social Strategist for its Professional Services Team. As part of the growing social strategy team at Radian6, this role reports to the Director of Social Strategy and is responsible for helping shape the vision and direction for how Radian6 customers can adopt our leading listening, engagement, and analysis platform to address business challenges through a social media lens. This role can be remotely located in considered locations in the US and Canada for the right candidate.

Key Responsibilities:

  • Work with director of social strategy on continued development of Radian6 customer maturity models, adoption frameworks and scorecards;
  • Contribute to the organization’s thinking, positioning, and contributions to the social business industry;
  • Capture key social media insights, trends, and learnings from work with Radian6 clients to refine best practices and adoption strategies for customers;
  • Work with cross-functional teams to articulate and illustrate strategic use cases for the Radian6 platform that reflect the business challenges of our core customers;
  • Partner with community team on Radian6′s own social media outreach and engagement initiatives;
  • Collaborate closely with sales on strategic opportunities;
  • Contribute to social media knowledge base through social content creation and participation on behalf of the company;
  • Champion and contribute to internal social media education and training initiatives for Radian6 team members;
  • Serve as a billable, advisory resource for Radian6 strategic services as needed and appropriate to help give social media related input on adoption and maturity strategy for Radian6 customers (travel may be required); and
  • Actively participate in industry leadership through both online and offline events and communities.

Attributes:

  • Strong business generalist with emphasis on customer and client relationship skills, communication, and internal collaboration;
  • Strategic-level social media skills, and the ability to align social media concepts with tangible business goals and challenges;
  • Ability to manage programs with multiple components, and align internal and external resources to achieve results;
  • “Teach the teacher” mentality, capable of not only illustrating concepts, but breaking them down for others to teach in turn;
  • Nimble, flexible work style that embraces and adapts to shifting priorities and a rigorous pace; and
  • Experience working remotely, and the ability to self manage projects to aggressive deadlines in a remote work environment.

Sound good to you? If you’re interested send your resume to careers@radian6.com.*

* We are an equal opportunity employer and encourage all applicants to submit a detailed resume. Please note that only those applicants selected for an interview will be contacted.


Solutions Architect – Professional Services

Location: Fredericton, NB

Radian6 Professional Services is seeking a Solutions Architect to act as a collaborator, bridge, and liaison between business development, customer success, and professional services. This individual will play a key role in designing complete solutions for Radian6 customers that include both product and feature strengths as well as managed and professional services capabilities. The right candidate will demonstrate a keen balance of sales savvy, portfolio knowledge, program management, client relations and internal collaboration and diplomacy.

Key Responsibilities:

  • Work closely alongside sales/business development, product marketing, support/training and professional services during pre-sales to design and organize complete solutions that meet the needs of top tier Radian6 customers;
  • Oversee aspects of solutions design cycle, from initial opportunity identification through requirements analysis, Statement of Work development, business development support, and handoff to Customer Success and Professional Services teams;
  • Ensures that proposed solutions integrate well into customer’s existing business strategy, systems, and processes;
  • Act as a strategist for Radian6 service offerings to support customer platform deployment and long-term adoption;
  • Identify the capabilities required in new or changed solutions to meet business needs; Develop and apply a strong technical knowledge of Radian6 platform and managed services offerings and capabilities;
  • Build and maintain repository for solution deliverables, methodologies, and business development documents to support solution offerings;
  • Analyze end-to-end processes and the portfolio of solutions and help identify areas for improvement;
  • Understand cross-functional touch points of both the Radian6 organization and the customer’s business;
  • Ensures that proposed systems or processes integrate well into existing business strategy, systems, and processes;
  • Support the development of business cases for new Radian6 service-based initiatives, participate in blueprint sessions while communicating the benefits, risks, and constraints; and
  • Continually survey market landscape for solution insights, direction, vendors, and methods applicable to Radian6 customers.

Skills:

  • The ability to work under pressure and on aggressive deadlines;
  • Ability to adapt to changing and flexible priorities;
  • Detail oriented; able to build processes and best practices and manage to them as well as collaborate with others to streamline existing programs;
  • Strengths in engendering and building trust among internal teams; able to excel in a bridge role to many functions;
  • Demonstrate diplomacy and collaboration skills among varied business functions, and across client relationships and stakeholders; and
  • Outstanding communication skills, both written and verbal.

Sound good to you? If you’re interested send your resume to careers@radian6.com.*

* We are an equal opportunity employer and encourage all applicants to submit a detailed resume. Please note that only those applicants selected for an interview will be contacted.


API Architect – Professional Services

Location: Fredericton, NB

Radian6 Professional Services is seeking an API Architect to act as a software design professional and bridge between technical staff, outside development partners and customers. We are looking for candidates who have a deep understanding of API systems who are quick studies and can grow to understand the Radian6 API. The candidate will have demonstrated the ability to architect complex technical solutions while maintaining the ability to understand the overall strategic view for the project.

This individual will play a key role in designing complete technical solutions for Radian6 customers that include custom design elements and complex integration to the Radian6 API and the API’s of third party web service partners. The right candidate will have a background in Computer Science or Software Engineering, will have basic project management training (preferably PMI or equivalent) and will have direct experience in creating design documents, negotiating Statements of Work and estimating effort for software solution builds. The successful candidate will also have good customer facing skills and will be expected to be 70% technical skills focused and 30% customer interaction focused.

Good people skills, business acumen and customer facing ability a necessity.

Key Responsibilities:

  • Work closely alongside sales/business development, product marketing, software development and third party software development and integration contractors;
  • Oversee all aspects of API integration based solutions design and development lifecycle including:
    • Opportunity definition;
    • Requirements analysis;
    • Statement of Work development with client and with inside and outside third party development teams;
    • Develop Design Specification documents and gain signoff by internal and external project champions;
    • Working with the Solutions Architect to ensure business development support, and handoff to Customer Success and other Professional Services teams as appropriate.
  • Project Manage all aspects of API integration employing best PMI practices as defined in the PMBOK (ie develop project charters, identify key stakeholders, etc.);
  • Will act as liaison with third party development partners;
  • Build and maintain repository for solution deliverables, methodologies, and business development documents to support solution offerings; and,
  • Continually survey market landscape for solution insights, direction, vendors, and methods applicable to Radian6 customers.

Skills:

  • The ability to work under pressure and on aggressive deadlines;
  • Ability to adapt to changing and flexible priorities;
  • Technical detail oriented;
  • Understanding of Object Oriented Programming; SQL programming, MySQL and data schemas; distributed computing concepts; knowledge of Java, Objective C, C++, Flash, Canvas and HTML considered a strength;
  • Experience writing Statements of Work for complex technical projects and ability to work with Legal Counsel and key internal/external stakeholders to gain agreement and signoff;
  • Experience estimating development and design effort required to deliver a complex technical project;
  • Strengths in engendering and building trust among internal teams;
  • Ability to manage multiple complex projects;
  • Demonstrate diplomacy and collaboration skills among varied business functions, and across client relationships and stakeholders; and
  • Outstanding communication skills, both written and verbal.

Sound good to you? If you’re interested send your resume to careers@radian6.com.*

* We are an equal opportunity employer and encourage all applicants to submit a detailed resume. Please note that only those applicants selected for an interview will be contacted.


Project Manager – Professional Services

Location: Fredericton, NB

Radian6 Professional Services is seeking an experienced Project Manager (PM) to coordinate and manage social media monitoring projects for our enterprise customers. The PM will manage (in a matrix management style) Social Media Traffic Coordinators, Analysts and Senior Analysts on larger Radian6 product deployments and managed services engagements.

The ideal candidate will have a solid understanding of project management best practices with at least 5 years of practical experience in the services, tech or software sector. The candidate will also have a technical or business degree with a technical major or equivalent training and experience. Skills at developing and negotiating Statements of Work for customers and partners are considered essential.

Good people skills, business acumen and customer facing ability a necessity.

Key Responsibilities:

  • Plan, execute, and deliver Professional Services projects for Radian6 Customers;
  • Work closely alongside sales/business development, customer success managers, product marketing, solutions architects and API architects;
  • Create and maintain work breakdown structures and project schedules including allocation of team members to project tasks;
  • Manage project scope – control scope creep and manage change requests related to project scope;
  • Plan for and mitigate project risks;
  • Promote strong team-centric working relationships;
  • Manage external dependencies and coordinate project timelines and deliverables with third parties (as required);
  • Report project status on a weekly basis or as requested by stakeholder(s);
  • Conduct and chair regular project status, project milestone, and/or project scrum meetings;
  • Mediate and/or help resolve problems encountered by team members;
  • Manage project issues with input on priority from the stakeholder(s); and
  • Shield project team from distractions by forces external to the project.

Skills:

  • The ability to work under pressure and on aggressive deadlines;
  • Ability to adapt to changing and flexible priorities;
  • Minimum of 3 years experience managing implementation and development projects;
  • Should have a PMP certification and be trained in PMI concepts;
  • Proven ability to influence cross-functional teams;
  • Strengths in engendering and building trust among internal teams;
  • Ability to manage multiple complex projects;
  • Demonstrate diplomacy and collaboration skills among varied business functions, and across client relationships and stakeholders; and
  • Outstanding communication skills, both written and verbal.

Sound good to you? If you’re interested send your resume to careers@radian6.com.*

* We are an equal opportunity employer and encourage all applicants to submit a detailed resume. Please note that only those applicants selected for an interview will be contacted.


Research and Development


Senior Mobile Software Developer

Location: Toronto, ON

Radian6 is currently recruiting an experienced Senior Mobile Software Developer.

Key Responsibilities:

  • Develop world-class mobile software in a company at the cutting edge of social media monitoring technology;
  • Push the envelope for developing innovative and highly usable mobile user interfaces;
  • Work independently, solving problems and eliminating obstacles as they appear;
  • Participate in regular meetings to communicate status, risks, and requirements;
  • Contribute experience in mobile software design and development;
  • Work with quality assurance staff to ensure robust, high-quality software; and
  • Demonstrate superior communications skills in a team environment with an ability to approach tasks and activities in a logical and timely fashion.

Job Requirements:

  • BS degree in Computer Science, Engineering, or related technical discipline;
  • Minimum of 5 years experience developing software for PCs or mobile devices;
  • Minimum of 5 years experience with software product life-cycle (experience with agile a plus);
  • Minimum of 2 years experience writing software for iOS (iPhone, iPod Touch, iPad);
  • Expert in coding in Objective C and one other language (Java preferred);
  • Experience developing on at least one additional mobile platform (Android preferred);
  • Strong experience meeting software delivery schedules;
  • Proven ability to quickly learn and implement unfamiliar technologies and operating systems;
  • Proven ability to bring mobile software to marketability (having an app available for sale/free that you were a key contributor to is a huge plus);
  • Excellent organizational skills, project tracking abilities, written and verbal communication skills; and
  • Self-motivated and innovative problem solver.

Attributes:

  • Passionate about mobile software development and social media;
  • Inquisitive and analytical personality;
  • Strong initiative and positive attitude;
  • Professional, organized, and responsible;
  • Tenacity, drive, and desire to succeed in a start-up environment;
  • Resourceful and creative troubleshooting skills;
  • Outstanding time management skills; and
  • A well-developed sense of humor.

Sound good to you? If you’re interested send your resume to careers@radian6.com.*

* We are an equal opportunity employer and encourage all applicants to submit a detailed resume. Please note that only those applicants selected for an interview will be contacted.


Integration Architect

Location: Fredericton, NB

Radian6 is currently recruiting an experienced Integration Architect for its Professional Services Team. This is a great opportunity to join an exciting, dynamic, young company with a strong and seasoned leadership team. Working within the Professional Services Team, the successful candidate will play a key role in crafting winning and deliverable solutions.

Key Responsibilities:

  • Play technical lead on Professional Services API integration projects;
  • Understand the software/services development lifecycle; and
  • Manage software development teams

Job Requirements:

  • Minimum 5 years of practical experience in software development and integration;
  • Computer Science or Engineering Degree
  • Excellent written and verbal communication skills;
  • Strong analytical and problem-solving skills; and
  • Excellent teamwork skills.

Attributes:

  • Demonstrated leadership skills;
  • Effective written, oral and consensus-building communications skills are required.
  • Strong initiative and positive attitude;
  • Tenacity, drive and the desire to succeed; and
  • A well-developed sense of humour.

Sound good to you? If you’re interested send your resume to careers@radian6.com.*

* We are an equal opportunity employer and encourage all applicants to submit a detailed resume. Please note that only those applicants selected for an interview will be contacted.


Application Operations Engineer

Location: Fredericton, NB, Saint John, NB and Halifax, NS

Radian6 is currently recruiting an experienced Application Operations Engineer.

Key Responsibilities:

  • Support day to day Production Operations for rapidly expanding Software as a Service (SaaS) system;
  • Ensuring service scalability and reliability, ultimately responsible for supporting application availability;
  • Develop, enhance and deploy monitoring solutions and assist in evaluating application and infrastructure performance;
  • Help establish the administrative protocols that Operations and Development use throughout the service life-cycle;
  • Troubleshoot the entire system, relying on proven techniques for systems analysis and evaluation;
  • Proficient in understanding how each software component, system design, and configuration is linked together to form an end-to-end solution;
  • Serve in an on-call rotation as an escalation contact for service trouble incidents; and
  • Demonstrate superior communications and soft skills in a team environment with an ability to approach tasks and activities in a logical and timely fashion.

Job Requirements:

  • BS degree in Computer Science, Engineering, or related technical discipline;
  • Minimum of 3 years administering Linux systems in a production environment, strong knowledge of Linux performance monitoring and tuning;
  • Proven ability to quickly learn and implement unfamiliar technologies;
  • Configuration and maintenance of common applications such as Apache, memcached, Squid, MySQL, NFS, DHCP, NTP, SSH, DNS, and SNMP;
  • Experience coding in one of the following languages: Shell, PHP or Perl;
  • Experience working with load balancing technologies and large-scale web server farms;
  • A background in internet service deployment, provisioning, IP networking, service infrastructure, or software deployments;
  • Excellent organization skills, project tracking abilities, written and verbal communications skills;
  • Self-motivated and innovative problem solver.

Attributes:

  • Inquisitive and analytical personality;
  • Strong initiative and positive attitude;
  • Professional, organized and responsible;
  • Tenacity, drive and the desire to succeed in a start-up environment;
  • Resourceful and creative troubleshooting skills;
  • Outstanding time management skills; and
  • A well-developed sense of humour.

Sound good to you? If you’re interested send your resume to careers@radian6.com.*

* We are an equal opportunity employer and encourage all applicants to submit a detailed resume. Please note that only those applicants selected for an interview will be contacted.


User Interface Developer (Adobe Flex/Flash)

Location: Saint John, NB, Fredericton, NB and Halifax, NS

Radian6 is currently recruiting experienced User Interface Developers.

Key Responsibilities:

  • Work with a team of UI developers to develop and support industry leading web and desktop applications (using Adobe Flex/Flash/AIR);
  • Create state of the art, highly usable end-user experiences;
  • Involvement in all steps of UI development, including requirements analysis, prototype design, usability, testing and final implementation;
  • Staying on top of the latest in UI, from coding techniques and frameworks to best practices;

Requirements for the Successful Candidate Include:

  • Post-secondary education in Computer Science and/or related experience;
  • Solid understanding and working application of object-oriented principles and concepts;
  • Solid understanding and working application of architecture, design and development concepts and best practices;
  • Experience in User Interface Development with either Adobe Flex/Flash or similar technologies (.NET, Java, C++, etc);
  • Motivated self-starter with the ability and drive to perform in a fast-paced start-up environment, with multiple tasks, deadlines and changing priorities;
  • Demonstrated ability to learn new technologies quickly and efficiently;

The following are considered strong assets:

  • Adobe Flex/Flash/AIR;
  • HTML/CSS/Javascript;
  • AJAX;
  • PHP;
  • Agile Methodologies;
  • Eclipse IDE, CVS, Ant, Continuous Integration;

Attributes:

  • Strong initiative and positive attitude;
  • Professional, organized, efficient and accurate;
  • Tenacity, drive and the desire to succeed in a start-up environment;
  • Proven attention to detail and problem solving skills; and
  • A well-developed sense of humour.

Sound good to you? If you are interested in working with a strong team in a dynamic, leading-edge environment, send your resume to: careers@radian6.com *

* We are an equal opportunity employer and encourage all applicants to submit a detailed resume. Please note that only those applicants selected for an interview will be contacted.


Java Developer

Location: Saint John, NB, Fredericton, NB and Halifax, NS

Radian6 is currently recruiting for experienced Java Developers.

This is a great opportunity to join an exciting, dynamic, young company with a strong and seasoned leadership team. Successful candidates will join a highly talented team of software engineers using leading edge Web 2.0 technologies. You will make a significant contribution to the design and development of the industry leading social media monitoring, engagement, analytics and reporting system.

Key Responsibilities:

  • Development and support of Java-based server platform providing content discovery, tracking, indexing & searching, messaging, and delivery services;
  • Involvement in all steps of the development process, including analysis, design, testing, documentation and implementation;
  • Develop and unit/integration test software components/modules using the most current industry tools and processes;
  • Sub-system owner during project design, development and documentation. Accountable for specified software modules/components;

Requirements for the Successful Candidate Include:

  • Post-secondary education in Computer Science and/or related experience;
  • Solid understanding and working application of object-oriented principles and concepts;
  • Solid understanding and working application of architecture, design and development concepts and best practices;
  • Experience in Java/J2EE based development using relational databases;
  • Motivated self-starter with the ability and drive to perform in a fast-paced start-up environment, with multiple tasks, deadlines and changing priorities;
  • Demonstrated ability to learn new technologies quickly and efficiently;

Working knowledge of the following are considered strong assets:

  • Tomcat, Servlets, Hibernate;
  • MySQL, JDBC, SQL;
  • Agile Methodologies;
  • Eclipse IDE, CVS, ant, junit, jprofiler;
  • Linux/Unix experience;
  • Performance and Memory Tuning.

In return for your skills and expertise, you will receive a competitive salary and a comprehensive benefits program.

If you are interested in working with a strong team in a dynamic, leading-edge environment, send your resume to: careers@radian6.com *

* We are an equal opportunity employer and encourage all applicants to submit a detailed resume. Please note that only those applicants selected for an interview will be contacted.


Quality Assurance Specialists

Location: Saint John, NB, Fredericton, NB and Halifax, NS

Radian6 is currently recruiting for experienced Quality Assurance Specialists.

This is a great opportunity to join an exciting, dynamic, young company with a strong and seasoned leadership team. Successful candidates will join a highly talented product development team leveraging agile development methodologies & tools to develop software product(s) delivered to the international market. You will make a significant contribution to the design and development of the industry leading social media monitoring, engagement, analytics and reporting system.

Key Responsibilities:

  • Assist in development of test strategy;
  • Assist in preparation and setup of test environments and test data;
  • Design test cases based on functional requirements and UI mock-ups;
  • Execute test cases and accurately record results to allow defects to be reproduced by the development team;
  • Work directly with the development team to assist in troubleshooting and resolving defects;
  • Retest resolved defects for each build deployed to test environment;
  • Involved with development and execution of non-functional test cases based on system requirements documentation;
  • Effectively communicate status of testing;
  • Accountable for completing work assignments, meeting commitments and deadlines; and
  • Work directly with customer support to assist in troubleshooting customer issues.

Requirements for the successful candidate include:

  • Knowledge & understanding of software testing best practices;
  • A passion for creating high quality software releases;
  • Motivated self-starter with the ability and drive to perform in a fast-paced start-up environment, with multiple tasks, deadlines and changing priorities;
  • Demonstrated ability to learn new systems quickly and efficiently; and
  • Minimum of 2 years experience defining and executing test cases on projects leveraging agile iterative development techniques.

In return for your skills and expertise, you will receive a competitive salary and a comprehensive benefits program.

If you are interested in working with a strong team in a dynamic, leading-edge environment, send your resume to: careers@radian6.com *

* We are an equal opportunity employer and encourage all applicants to submit a detailed resume. Please note that only those applicants selected for an interview will be contacted.


Sales


Senior Manager of Sales Strategy

Location: Halifax, NS

Radian6 is currently recruiting an experienced Senior Manager of Sales Strategy.

Key Responsibilities:

  • Proactively identify, develop and drive longer-term strategies and initiatives that will deliver rapid growth & superior execution;
  • Work cross-functionally to develop go-to-market strategies and execution plans for new geographies, products and market segments;
  • Create the project plans, solicit involvement and commitment of colleagues whose roles intersect with the topic, and lay out the timeline, deliverables, and vetting process.  Execute;
  • Perform thorough analysis to support any recommendation you make, working with existing analytical resources on the Sales Strategy team and doing a fair amount of heavy lifting yourself;
  • Gather market intelligence; identify untapped market potential; design and implement sales plans to capture it;
  • Sell the strategic importance of the recommendations to executive management through exceptional presentation, tangible quantitative explanation, and mastery of qualitative factors that complement the numbers;
  • Drive rigorous sales execution and oversight, ensuring accurate forecasts and total transparency; and
  • Build executive presentations, crafting the messages of sales

Job Requirements:

  • 6+  years of work experience in sales operations,  or equivalent functions with significant exposure to sales teams and market analysis; OR experience in management consulting, with exposure to sales and operations;
  • Exceptional problem solving and analytical skills; demonstrated ability to structure complex problems, develop hypotheses, and present well-supported solutions;
  • Extensive market planning experience;
  • Highly collaborative with strong oral, written and formal presentation skills ;
  • Flexibility and ability to adjust on the fly to new demands; sense of urgency; and
  • BS/BA required; MBA a plus, but not required

Attributes:

  • Inquisitive and analytical personality;
  • Strong initiative and positive attitude;
  • Professional, organized and responsible;
  • Tenacity, drive and the desire to succeed in a start-up environment;
  • Resourceful and creative troubleshooting skills;
  • Outstanding time management skills; and
  • A well-developed sense of humour.

Sound good to you? If you’re interested send your resume to careers@radian6.com*

* We are an equal opportunity employer and encourage all applicants to submit a detailed resume. Please note that only those applicants selected for an interview will be contacted.


Account Manager

Location: Fredericton, NB

Radian6 is currently recruiting Account Managers.

This is a great opportunity to:

  • Join an exciting, dynamic, young company with a strong and seasoned leadership team;
  • Be a key part of a sales team involved with targeting amazing corporate accounts such as Dell, Microsoft, Pepsi, Molson, MTV, Southwest Airlines, Xbox and GE;
  • Grow professionally by gaining experience selling into the emerging, social media space;
  • Have the opportunity to contribute and directly impact the growth of the company you work for; and
  • Work with a great team that is excited about the possibilities.

Key Responsibilities:

  • Use a flexible approach to develop overall strategies to build long term, sustainable, profitable relationships at executive levels and to strategically grow and manage the defined accounts;
  • Actively and effectively promote Radian6 to targeted accounts and develop and grow the associated pipeline;
  • Maximize sales opportunities within the assigned territory;
  • Ensure maximum personal effectiveness through excellent communication of activities and successes with internal colleagues while making recommendations for process improvements;
  • Hunt new business and/or grow an existing customer base of organisations by spending time with each client to understand their business needs and requirements.

Job Requirements:

  • 5+ years of b2b sales, preferably in the technology sector;
  • Proven ability to interact directly with senior executives in customer organizations;
  • An undergraduate degree in related field preferred;
  • Excellent in-person and Web-based (i.e. via Webex) presentation and communications skills;
  • Familiarity with social media and social networks preferred.

Attributes:

  • Strong initiative and positive attitude;
  • Ability to learn quickly and adapt to change;
  • Tenacity, drive and the desire to succeed in a start-up environment;
  • Resourceful and creative troubleshooting skills;
  • Strong commitment to quality;
  • Outstanding time management skills; and
  • A well-developed sense of humour.

Sound good to you? If you’re interested send your resume to careers@radian6.com*

* We are an equal opportunity employer and encourage all applicants to submit a detailed resume. Please note that only those applicants selected for an interview will be contacted.


Business Development Manager

Location: Fredericton, NB, Saint John, NB and Halifax, NS

Radian6 is currently recruiting a Business Development Manager.

This is a great opportunity to:

  • Join an exciting, dynamic, young company with a strong and seasoned leadership team;
  • Be a key part of a sales team involved with targeting amazing corporate accounts such as Dell, Microsoft, Pepsi, Molson, MTV, Southwest Airlines, Xbox and GE;
  • Grow professionally by gaining experience selling into the emerging, social media space;
  • Have the opportunity to contribute and directly impact the growth of the company you work for; and
  • Work with a great team that is excited about the possibilities.

Key Responsibilities:

  • Identify and develop new business opportunities;
  • Actively and effectively promote Radian6 to targeted key accounts and develop and grow the associated pipeline;
  • Maximize sales opportunities within the assigned territory;
  • Ensure maximum personal effectiveness through excellent communication and professional web based presentations while making recommendations for process improvements; and
  • Grow an existing customer base of multi-national, multi-site organisations by nurturing relationships with clients to understand their business needs and requirements.

Job Requirements:

  • Minimum of 3-5 years of B2B sales and account management experience;
  • Proven ability to interact directly with senior executives in customer organizations, both verbally and in writing;
  • Demonstrated customer-facing skills including expectation management, communication skills, information management;
  • Proven leadership, presentation, and negotiation skills;
  • An undergraduate degree in related field preferred; and
  • Demonstrated success with sales quotas.

Attributes:

  • Strong initiative and positive attitude;
  • Ability to learn detailed product knowledge quickly;
  • Motivated to achieve sales goals and contribute to team success;
  • Tenacity and drive;
  • Resourceful and creative troubleshooting skills;
  • Strong commitment to quality;
  • Outstanding time management skills; and
  • A well-developed sense of humour.

Sound good to you? If you’re interested send your resume to careers@radian6.com.*

* We are an equal opportunity employer and encourage all applicants to submit a detailed resume. Please note that only those applicants selected for an interview will be contacted.


Sales Development Representative

Location: Fredericton, NB or Halifax, NS

Radian6 is currently recruiting a Sales Development Representative. This is a great opportunity to join an exciting, dynamic, young company with a strong and seasoned leadership team. Working closely with Marketing, Sales and our Community Team, the successful candidate will prospect sales leads and manage inbound lead traffic. This role is key to our sales, marketing and service efforts.

Key Responsibilities:

  • Handle incoming requests from potential clients and pre-qualify their needs;
  • Utilize internal and external resources to assist in meeting targets;
  • Assign leads to appropriate internal parties;
  • Initiate and follow up on outbound lead generation efforts;
  • Actively engage with prospects/clients in social media (eg., Twitter, forums, blogs, etc);
  • Work closely with sales and marketing groups on focused campaigns;
  • Update company database to reflect daily activities; and
  • Maintain company culture when engaging with prospects/clients.

Job Requirements:

  • Post-secondary degree or diploma;
  • Five years of relevant experience;
  • Proven project coordination skills;
  • Proven ability to work well under pressure;
  • Knowledge and use of social media / social networks considered an asset; and
  • Knowledge of Salesforce.com considered an asset.

Attributes:

  • Strong initiative and positive attitude;
  • Ability to work independently and as a part of a team;
  • Ability to learn quickly and adapt to change;
  • Professional, organized, efficient and accurate;
  • Tenacity, drive and the desire to succeed in a start-up environment;
  • Resourceful and creative troubleshooting skills;
  • Proven attention to detail and problem solving skills;
  • Strong commitment to quality;
  • Proven ability to prioritize and multi-task;
  • Outstanding time management skills; and
  • A well-developed sense of humour.

Sound good to you? If you’re interested send your resume to careers@radian6.com.*

* We are an equal opportunity employer and encourage all applicants to submit a detailed resume. Please note that only those applicants selected for an interview will be contacted.


Sales Manager

Location: Fredericton, NB, Saint John, NB and Halifax, NS

Radian6 is currently recruiting for an experienced Sales Manager. We are looking for an individual with a proven track record in managing, developing and overseeing the performance of medium to large sales team. This is a great opportunity to join an innovative, dynamic, young company with strong leadership

Key Responsibilities:

In this key sales role your responsibilities will include:

  • Responsible for staffing and directing a sales team and provides leadership towards the achievement of maximum profitability and growth in line with company vision and values;
  • Monitor and prepare daily, weekly and monthly sales reporting;
  • Participate actively in the Quality Improvement Processes and deliver continuous improvement to help customer growth and improve customer experience;
  • Provide support to the sales support staff in all markets in the company-wide effort to increase sales and profit margins through actions such as joint sales conference calls and providing detailed customer information;
  • Monitor results relative to metrics and develop coaching;
  • Identify ways to help Sales team members performance; and
  • Any other responsibility consistent with the role of Sales Manager, as assigned by the Director -Corporate Sales.

Job Requirements:

  • Post-secondary education or equivalent work experience;
  • A minimum of five years management experience;
  • At least three years managing a sales team or business;
  • Exceptional coaching and team building skills; and
  • Sales experience in a technical industry would be an asset.

Attributes:

  • A leader and relationship builder;
  • Highly flexible and adaptable to changing priorities and conditions;
  • Strong initiative and positive attitude;
  • Tenacity, drive and the desire to succeed; and
  • A well-developed sense of humour.

Sound good to you? If you’re interested send your resume to careers@radian6.com.*

* We are an equal opportunity employer and encourage all applicants to submit a detailed resume. Please note that only those applicants selected for an interview will be contacted.


Sales Coach

Location: Fredericton, NB, Saint John, NB and Halifax, NS

Radian6 is currently recruiting for an experienced Sales Coach. We are looking for an individual with a proven track record in, achieving targets, building targets and coaching and mentoring a sales team or business. This is a great opportunity to join an innovative, dynamic, young company with strong leadership.

Key Responsibilities:

  • Monitor results relative to metrics and develop coaching and incentive programs for sales team;
  • Identify ways to improve sales team members’ performance;
  • Motivate and help the sales team members to develop their markets;
  • Teach our sales principles and management fundamentals;
  • Conduct regular call reviews and provide constructive one-to-one feedback;
  • Guide sales team members according to Key Performance Indicators (KPI);
  • Support sales team members to achieve their full potential and targets;
  • Identify and share best practices; and
  • Any other responsibilities, consistent with the role of Sales coach, as assigned to you by the VP, Business Development.

Job Requirements:

  • Post-secondary education or equivalent work experience;
  • A minimum of five years management experience;
  • At least three years managing a sales team or business;
  • Exceptional coaching and team building skills; and
  • Sales experience in a technical industry would be an asset.

Attributes:

  • A leader and relationship builder;
  • Highly flexible and adaptable to changing priorities and conditions;
  • Strong initiative and positive attitude;
  • Tenacity, drive and the desire to succeed; and
  • A well-developed sense of humour.

Sound good to you? If you’re interested send your resume to careers@radian6.com.*

* We are an equal opportunity employer and encourage all applicants to submit a detailed resume. Please note that only those applicants selected for an interview will be contacted.


Enterprise Business Representative

Location: Fredericton, NB, Saint John, NB and Halifax, NS

Radian6 is currently recruiting an Enterprise Business Representative. This is a great opportunity to join an exciting, dynamic, young company with a strong and seasoned leadership team. Working closely with Marketing, Sales and our Community Team, the successful candidate will prospect sales leads and manage inbound lead traffic. This role is key to our sales, marketing and service efforts.

Key Responsibilities:

  • Develop leads and build sales channels in conjunction with Business Development Managers;
  • Create and prioritize strategic target account lists within a defined territory;
  • Conduct high level conversations with Senior Executives in prospect accounts;
  • Prospect for interest and start the sales process using question-based selling techniques;
  • Assign leads to appropriate internal parties;
  • Actively engage with prospects/clients in social media (eg, Twitter, forums, blogs, etc);
  • Work closely with sales and marketing groups on focused campaigns;
  • Update company database to reflect daily activities; and
  • Maintain company culture when engaging with prospects/clients.

Job Requirements:

  • Post-secondary degree or diploma;
  • Five years of relevant experience;
  • Proven project coordination skills;
  • Proven ability to work well under pressure;
  • Knowledge and use of social media / social networks considered an asset; and
  • Knowledge of Salesforce.com considered an asset.

Attributes:

  • Strong initiative and positive attitude;
  • Ability to work independently and as a part of a team;
  • Ability to learn quickly and adapt to change;
  • Professional, organized, efficient and accurate;
  • Tenacity, drive and the desire to succeed in a start-up environment;
  • Resourceful and creative troubleshooting skills;
  • Proven attention to detail and problem solving skills;
  • Strong commitment to quality;
  • Proven ability to prioritize and multi-task;
  • Outstanding time management skills; and
  • A well-developed sense of humour.

Sound good to you? If you’re interested send your resume to careers@radian6.com.*

* We are an equal opportunity employer and encourage all applicants to submit a detailed resume. Please note that only those applicants selected for an interview will be contacted.


Community Engagement Specialist – Vertical Markets

Location: Fredericton, NB or Halifax, NS

Radian6 is currently recruiting Community Engagement Specialists – Vertical Markets. This is a great opportunity to join an exciting, dynamic, young company with a strong and seasoned leadership team.

Key Responsibilities:

  • Monitor a specific industry vertical for conversations pertinent to the social media space;
  • Comment and engage on behalf of the Radian6 brand in these verticals;
  • Provide analysis and insights on interactions completed in the vertical;
  • Create content in the form of reports, case studies and blog posts that can be used for sales, marketing, etc;
  • Become a subject matter expert on application by vertical;
  • Provide weekly media summaries by vertical and application papers by vertical;
  • Evaluate emerging industry vertical trends and provide participation insights; and
  • Link all relevant posts to our Salesforce database.

Job Requirements:

  • Post-secondary degree or diploma;
  • Two years of relevant experience;
  • Communication skills appropriate to the Radian6 brand in the social media space;
  • Ability to learn quickly and adapt to change;
  • Proven attention to detail and problem solving skills;
  • Strong analytical skills;
  • Strong commitment to quality;
  • Proven ability to prioritize and multi-task;
  • Ability to work independently and as part of a team;
  • Proven project coordination skills;
  • Proven ability to work well under pressure;
  • Knowledge and use of social media/social networks considered an asset; and
  • Knowledge of Salesforce.com considered an asset.

Attributes:

  • Strong initiative and positive attitude;
  • Professional, organized, efficient and accurate;
  • Tenacity, drive and the desire to succeed;
  • Resourceful and creative troubleshooting skills;
  • Outstanding time management skills; and
  • A well-developed sense of humour.

Sound good to you? If you’re interested send your resume to careers@radian6.com.*

* We are an equal opportunity employer and encourage all applicants to submit a detailed resume. Please note that only those applicants selected for an interview will be contacted.


Social Strategy Blog

  • Want to be a Radian6 Community Manager?
  • We’re Hiring A Community Manager
  • Sales and Lead Generation
  • Company
  • About Us
  • A Different Look at Community Management
  • Customer Service is the New Marketing
  • Leadership Team
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    Lessons from the dessert bar at HR Florida

    Henry Winkler at the 2008 Fan Expo Canada.
    Image via Wikipedia

    You are primed for a great success

    This was the fortune that I got from a dark chocolate covered fortune cookie during the blogger dinner that we shared on Monday night at HR Florida.   All my friends from the blogging team agreed that we would work our fortune into one of our next blog posts.   This is my effort.

    Success is defined as a successful performance or achievement.   By any standard, the 2010 HR Florida State Conference was a big success.  This post the first of a pair in which I will my thoughts on what transpired here, and a description of some of the highlights from the event.

    Carol McDaniel, the conference chair reported the following numbers at the opening general session: 1,420 registered attendees,  more than 100 vendors and exhibitors.  And attendees  from 18 states, and three countries, including  as far away as Saudi Arabia.

    The opening keynote on Monday was given by Henry Winkler, who turned out to be genuinely charming and genuine in his keynote address.  Mr. Winkler used his own story growing up with a learning disability to share insights on the importance of personal perseverance and a positive outlook for personal success.   If you have never heard him speak, or a seeking an inspiring and humorous keynote speaker, I encourage you to consider Henry Winkler.  He is much more than the Fonz, and shares an inspiring message when he talks!

    I worked this year as a volunteer conference leader for the first time in my entire career,  and this made it difficult to attend  many of the concurrent sessions.  For that perspective, you can take a look at posts from  Steve BoeseFranny Oxford,  and Voice of HR, where you find some video  from the show, including an interview with Curtis Midkiff , in charge of social media at SHRM.  Several of these articles discuss the social media activities that were a big part of this conference.

    I moderated a panel of expert bloggers yesterday afternoon.  The session was standing room only, and ranged from novices to many hr professionals who work in the social media.   That is double the audience size of a similar panel at HR Florida in 2009.  For an hour, we talked about why human resources people need to understand that social media is rapidly transforming the way people communicate.     Here are some of the chief takeaways from the discussion.  My thanks to Steve Levy, Brenda Le, Karla Porter, and Alicia Arenas who helped me with some thoughts on questions to ask.

    • HR practitioners are starting to understand that social media is going to impact their organization.
    • There is a lot of interest in developing policies, and understanding how to manage social media problems.
    • Many attending the session are looking for basic information on the platforms and how they work, but don’t understand how or why they should get started.
    • Those who view social media as a tool for change, and an opportunity for HR to develop strategic initiatives around a disruptive change in communication are in the minority.

    There were several other sessions about social media on the schedule yesterday, and all were well attended.  There is a hunger for knowledge out there. The challenge for HR Florida, local SHRM chapters, and their members now carry forward the momentum from the conference with further  outreach efforts, such as hands on training for HR professionals in the basic use of social media tools.

    The other big event was the HR Florida/ Monster Social Tweetup on Monday night.  This event was very similar to the one held at SHRM National in San Diego.  A crowd of more than 100 people attended the event, which was the first partnership effort by Monster at a state conference.   Attendees at the party ranged from HR Florida members  to China Gorman and staff members from  the Marcus Buckingham Company.

    Tomorrow, the rest of the story, and my thoughts on being a conference volunteer.

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    Help Wanted: Crowdsourcing some questions for my HR Florida Panel

    I need your help with moderating a panel next week

    Next week, I am going to be moderating a panel of really smart people at the HR Florida State Conference.     We are going to be talking about why it is becoming increasingly critical for human resources professionals to have at least a general understanding of social media in today’s ever changing business environment.

    Topics already on the agenda include:

    • New social media issues that HR needs to be aware of
    • The positives and negatives of the “real time” web to employers
    • How social media is impacting communication in your organization
    • Using social media to build a powerful virtual network of HR contacts
    • How you can protect your employment brand using social media

    So here is my question for you.  If you could ask my panel of smart people a question about social media, what would it be?    Leave your question in the comments, and if I use it, I’ll make sure you get credit in the #HRFL10 Twitter stream as a consulting expert!

    Oh, who is are the smart people on the panel?   You may know a couple of them:   Steve Boese, Trish McFarlane,  Franny Oxford, Mark Stelzner,  and William Tincup.    I think they might know a little bit, so get your questions in right away!

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    “Old Skool” Talent Acquisition: not your father’s social recruiting

    Over There with Felix Wetzel

    From Drop Box

    This guest post is from Felix Wetzel.   It is both thought provoking, and possibly controversial.  Please read what he has to say, consider it, and leave your thoughts in the comments.    Special thanks to Bill Boorman for helping me get some great articles lined up for “Over There”, including this one.

    Social Media is useless for talent acquisition

    Let me make a prediction here: For most companies social media will never play a big part in their quest to attract talent. It’s too time-consuming, too fragmented and – in comparison to more traditional methods – it lacks goal orientation: lost revenue through unfilled positions is always more important than cost per hire.

    Now granted, social media can bring down the cost per hire as there’s no recruitment fee attached to it, but here we are talking about delayed productivity and revenue generation.

    Social media might work for big, sexy consumer brands such as Apple, Google, EA etc but didn’t they already attract lots of applications before social media, via their website? I suspect that HR people just love having a Facebook fanpage as they can update it independently of IT and don’t need to adhere to stringent security policies that forbids, for example, deep linking etc.

    But for most companies (big and small) it isn’t working. At Jobsite, we track the behaviour and usage of job seekers and recruiters on a quarterly basis and our latest findings show that between August 08 and May 10 the usage of social media as a recruitment channel for business has halved from 18% to 9%. Instead of investing in their own social media campaign, companies are better off in focusing on their core business and core strength and instead give job boards (or as I prefer to call them recruitment retailers) the task to find and attract suitable candidates.

    Back to basics

    These findings are mirrored in the recruitment agency world: A large UK agency has discovered that most placements are being made by the consultants who spend most time on the phone and least placements are being made by the consultants who spend hours on social media listening and engaging. As Scott Stratten tweeted: “Listening and engagement isn’t a campaign.”

    It’s good to see how recruitment agencies are transforming: One of the Top 5 agencies is going old skool, every consultant only deals with 150 candidates, but has to meet each one face to face and really understand their needs. Now that’s what candidates love! It also ensures the likelihood of candidate and recruiter being on the same wavelength and therefore working successfully together. Everybody’s a winner.

    Cultural matching, or more precisely cultural mismatching, is the single biggest factor of candidates not settling in a job. At Jobsite, we ran research and it showed that £2.5billion per year is lost because of cultural mismatching.

    Social media = a cultural checking tool

    Now, that’s the natural fit for social media in the recruitment value chain: cultural matching (or for want of a better word “background checking”). And it isn’t a one way process: candidates have as much right and responsibility to check the company and social media gives incredibly simple access to employees. Not necessarily to interact but to find out what they say about their employer. By looking at what kind of people work for the company, what attitudes they display and what values they hold also reveals a lot about whether you would be happy there (as a side note: What a great way of assessing the “brand-fit” of current employees). So expect candidates to get pickier. Obviously this can also be reversed and recruiters can check the attitudes and cultural match of candidates before hiring. That’s the real power of social media and invaluable for the decision making process.

    Implicit opt-ins

    But this for me leads to an ethical dilemma. I believe that somebody’s private life is their private life and as long as it doesn’t affect their performance negatively, I don’t really care what they do in their free time (unless obviously it’s illegal and harmful to others). So ethically, I am opposed to all the dark arts of the sourcers, I am opposed to befriending an individual on Facebook for these reasons, I am bewildered by people wanting to share everything with everybody and I am absolutely delighted that Steve Boese’s students see Facebook as a private area that is shared only with friends. This shows maturity, caution and most importantly a holistic approach to life – there’s no difference between real world and virtual world, therefore hardwired behaviors are being mapped across to create a compartmentalized and healthy world. So where do you draw the line?

    I think it’s fair game to look at everything that is publicly available via a simple Google search and if it brings up their Twitter handle, I’ll also look at that to get a better understanding of the person. But it’s ultimately up to the candidate what he wants to share. Opt-in is not only a prerequisite for email and sms, but also implicit for social media. At Jobsite we give candidates the option to include their Twitter handle and Linkedin profile. They are all self-determined adults, so let’s leave rights and responsibility where it belongs, with the individual.

    Put the individual at the heart of your organization

    We are all in a massive learning curve about social media and mobile, but one thing is already clear: The individual, and in our case the job seeker, will become more and more empowered. We -as an industry – repeat it over and over again. Now let’s behave and act accordingly: Instead of putting social media or mobile at the heart of the organization, let’s put the job seeker at the heart of it – that will completely change concepts such as talent pools and talent exchange, it requires us to rethink ATS integrations and how social media channels really aid the recruitment process, but most importantly it will reinforce respect for the individual and his private sphere and therefore create trust and candidate driven connectivity.

    Let’s just remember: Nobody owns the individual but the individual. It’s not about owning the individual; it’s about knowing the individual for the individual’s benefit, for the creation of a life simplifying and life enhancing service.

    Biography

    Felix Wetzel is the Group Marketing Director for Jobsite and author of the ‘People, Brands, & Random Thoughts‘ blog. For Felix, it’s all about people, brands, sports & politics. His motto is “fortune favors the bold!”

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    HRevolution: not just for Bloggers

    IZEA Blogger Advisory Board
    Image by tedmurphy via Flickr

    Blogging: Get All Your Questions Answered

    HRevolution is only 3 days away!

    I am thrilled to be co-leading  a track on blogs and blogging with Ben Eubanks.   I hope that with the diversity of our blogging experience, Ben and I will present some diverse, yet useful information on how to put a blog together and make it viable.

    The resources on blogging are practically limitless, and certainly there is no way to share even a small percentage of them here, but I thought it would be useful to have at least one resource on how to blog as part of the track.  With that in mind,  here are some useful resources on blogging for you to check before, during or after our track,  Blogging: Get All Your Questions Answered.

    HRevolution Agenda

    8:30 am Welcome from the HRev planning committee & Breakfast

    9:00- 10:00 Can HR Be Trusted With Your Secrets?     Jennifer McClure & Lisa Rosendahl

    Teamwork in the Age of Social Media: What Happens When The
    Employee Gets Bigger Than the Brand?    Crystal Peterson, Eric  Winegardner, Amanda Hite

    What the @#$% does diversity mean today?   Joe Gerstandt
    10:00- 11:00

    The HR Apprentice: Bring your A-game or ‘You’re fired’  – Trish McFarlane, Steve Boese, and Mark Stelzner as ‘The Donald’

    Influencing Behavior    Paul Hebert & Jason Seiden

    Healthcare Reform: Do We Know What It Means?     Will Manuel

    11:00- 12:00

    Blogging: Get All Your Questions Answered Ben Eubanks & Mike  VanDervort

    Informal Learning    Marc Wenzel

    Generations: Do They Really Make A Difference in Business?    SarahWhite, Joan Ginsberg, Benjamin McCall

    12:00- 1:oo Networking Lunch

    1:00- 2:00

    HR Technology- Q & A for HR Pros      Bryon Abramowitz, Mike Krupa, Bill Kutik

    The World Beyond HR Craig Fisher, Jessica Miller-Merrell, Charee Klimek

    HR: Where Brand meets Culture – A discussion about HR’s role in Corporate Brand Building       Jason Lauritsen

    2:00- 3:00

    The Secret- Sports & the Future of HR     Steve Boese, Tim Sackett, Lance Haun

    Global Recruiting and the Relationship with HR     Bill Boorman & Geoff Webb

    Breaking Out of the Echo Chamber: Expanding the HR Social Media Community  Laurie Ruettimann & Lance Haun

    HR Guide to Blogs and Blogging

    Blogging Tips

    Here are some excellent resources articles covering a variety of topics related to blogging and using your blog as a business tool.

    Does your blog ask the right questions?

    Do page views matter for the average blogger?

    How to use a blog to increase organic traffic to your site

    6 ways to leverage the long tail in your marketing via your blog.

    BookSneeze: free books for bloggers

    #BlogChat on twitter every Sunday

    Easy list of Bloggers to follow on Twitter

    Bloggers you might want to follow

    What follows are links to two different types of blogging resources:

    1. Bloggers I have learned from
    2. HR blogging resources

    Chris Brogan

    Robert Scoble

    Ben Eubanks

    Francine Hardaway

    IZEA

    Blog tips to help you make money

    Copywriting tips for online marketing success

    Get started blogging today!

    Confessions of a six figure professional blogger

    25 Best HR Experts, Blogs and Influencers to Track in 2010

    HR blogs on Alltop

    Top 50 HR blogs of 2009

    50 best HR blogs for Wisdom

    John Sumser and his Top 100 Influencers series

    Recruiting Blogs and especially, Raye Anne Thorn

    Top 50 HR blogs of 2009






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    Inside Washington DC: SHRM, Social Media and Fearmongering

    Warning:  I am going to rant about Social Media and HR in this post.

    I am going to rant about several things.

    I am going to rant about:

    • human resources professionals who still practice plausible denial about their need to understand social media
    • lawyers who utilize fear-mongering tactics to create fear about social media at conferences
    • A failure to provide a balanced view of the positives and negatives of using social media as a tool in the workplace

    I promise I will write a more thoughtful followup later, but I have to catch a flight this morning,  and I wanted to get in the conversation that apparently has already started – thanks to Mary Ellen Slater and her call in appearance last night on HR Happy Hour. Mary Ellen had also weighed in earlier on twitter – live from the SHRM session on the risks of social media that was cleverly titled “To tweet or not to tweet – Are you asking the right questions?”

    From Drop Box

    The takes have already started spilling out from HR bloggers including Steve Boese and Mark Stelzner.  These are both good takes, but they are takes with a distant perspective.   My take is from the sessions, and here is what I have to say:

    HR professionals are not asking the right questions about social media.

    SHRM did not do a good job of ensuring that the point of view HR professionals are getting from them on this important topic was balanced and fair.

    Busy HR professionals and their excuses

    I had discussions at the conference with a lot of HR practitioners who admitted they were not regular users of social media.   Most of them made it very clear that they weren’t really that interested in being users either.   Apparently someone has been teaching a new mantra – the mantra for avoiding social media.  It sounds something like this (imagine eyes drifting up and to the left, body language indicative of discomfort and lack of engagement)

    “I already spend a lot of time on my laptop and my blackberry.  I don’t have time for that social media stuff.  I have staff that takes care of that stuff for me.  I am just going to say la-la-la-la-la-la until it (and you, Mr. Social Media evangelist guy) goes away!  la-la-la-la-la-la-la-la!

    How the hell do you understand the potential benefits of social media as a tool to put to work for your organization if you don’t even dip your toe in the water?   And if you are a traditional risk averse, litigation avoiding HR practitioner, how do you learn enough about social media to understand the risk?

    SHRM and their scary lawyers

    You turn to your industry professional organization, and you attend concurrent sessions that offer lawyers discussing those risks.   At this conference, that would be attorneys Michael Cohen and Cynthia Gibson.  Both gave competent presentations on the risk factors employers can face through from social media.  In my opinion, both presentations were designed to incite fear about social media and did very little to explore the potential benefits that social media can offer to companies as a tool.  Frankly, neither presentation did much of anything to put social media in a positive light.

    If you were an HR practitioner who is already reluctant or ambivalent about social media, these sessions could easily provide another check point on the litany of excuses.    “Social media is too risky for us to use here at XYZ Company.  I heard it at SHRM!”

    This is dangerous and unprofessional.   I really don’t care if HR people choose to ignore social media as a tool, and something which could enhance their overall skills.   Anyone who doesn’t understand social media and the risks and opportunities it offers is placing themselves at a professional disadvantage to me.    Go ahead and say lalalalalala…

    But you are doing your company/employer a disservice.  How can you advise on policy or assess tools or develop strategies around something you don’t understand?

    Listening to attorneys isn’t sufficient.

    SHRM and Social Media

    I bothers me to be writing this when it comes to SHRM.   The people at SHRM are trying to do good things with social media.  They aren’t getting them all right, but at least they are paying attention and trying.    However, in my opinion, this was a fail. It is not that the content presented was awful.  It was just skewed and imbalanced.   I am also biased about social media, but damn, did no one even think about presenting some counter-balance for this conference?

    SHRM, you can do better!

    There are plenty of competent HR people out there (including me) who would be thrilled to present the positive side of social media at this conference.    It is not just a matter of fairness.  It is a must for our professional organization to be offering a balanced viewpoint on a topic that has such far reaching implications.

    Disclosure:  SHRM provided me press credentials for this conference.  I am grateful for this.

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