Things can go wrong so easily, often impacting your brand without any warning.
You should definitely stay away from social media at all costs.
You should definitely stay away from social media at all costs.
Okay, maybe I really didn’t mean all that. Actually, I did. Just kidding.
You don’t need to stay away from social media, but you should know what people are saying about you. Here’s a couple of recent examples where social stuff happened.
As reported by Huffington Post, #CancelColbert trended for more than 36 hours starting Thursday, March 27, after an offensively Orientalism-themed tweet from the show’s Twitter account. “I am willing to show #Asian community I care by introducing the Ching-Chong Ding-Dong Foundation for Sensitivity to Orientals or Whatever,” read the tweet (sent and later deleted by a web editor for the show’s account).
The now-notorious “twit,” as Colbert called it in his Monday apology, was a line pulled from a segment about Dan Snyder and the Redskins, which targeted the use of racial slurs in his aggressively offensive “Washington Redskins for Original Americans” organization.
Your car may be the future cockpit of the Internet of Things (IoT), and your house will be largely managed by apps in a few years, but the big change coming down the road is the Internet of People. (IoP). Actually, it’s just about here now.
I just used an app called Map My Walk to….map my morning walk around the lake.
Raising the Minimum Wage looks inevitable, but what will happen as a result?
There’s this old adage about statistics that goes something li
ke “You can make statistics say anything you want.” And sometimes, you can make them say completely opposite things, especially when it comes to politics, and especially pertaining to discussions about raising the minimum wage in the United States.
There’s a huge discussion in our country right now about raising the minimum wage. Many groups, including organized labor are running campaigns to pass such initiatives at the local, state and federal level. President Obama just announced an Executive Order that raises the federal minimum wage for federal contractors to $10.10 an hour. It looks like a safe bet that similar changes will take place in other jurisdictions in the next couple of years.
The weird thing is nobody really seems able to credibly say what kind of impact these changes will have on our economy. Depending upon who you listen to, raising the minimum wage would either:
1) resurrect the middle class by spurring the economy to new heights; or 2) send us spiraling into the next Great Depression.
I’m confused, and so are the amateur and professional pundits on Twitter: (#RaisetheWage)
There are probably a bunch of posts out there on this already, but I haven’t read any yet. Here’s a quick take on Jelly, the new crowd-source driven search app from Biz Stone.
Gratuitous song lyrics:
And it stoned me to my soul
Stoned me just like jelly roll
And it stoned me
And it stoned me to my soul
Stoned me just like goin home
And it stoned me”
Basically Jelly allows you to send a picture and a question out to your Facebook and Twitter connections and get your question answered via the Crowd.
It’s cute. It’s kind of fun, and it feels like Snapchat, in that “I’m not sure exactly why I need this” way. I haven’t played with it enough to do it justice yet. There might be some utility there. I know of at least one really smart HR social recruiter who is using it, but I haven’t checked out her stuff yet.
Here’s an article with a number of interesting suggestions about how early adopter brands might be able to put it to work. Are you ready for this Jelly?
The title on today’s post is almost as long as the post itself. Long before Facebook, Twitter and LinkedIn came along, I used to utilize a really cheap social recruiting methodology on a regular basis. Many of the managers that I work with today still use it to recruit new talent at Publix.
Here it is in a nutshell. If you are out and about in your local market and encounter someone who delivers great service, or shows a terrific work ethic, take note of that and thank them. Then pull your business card from your pocket and tell them about the great place you work, and how you think they might make a great fit for that organization and invite them to come in and apply sometime.
Talent pipeline. Boom. It works especially well in the service industry sectors.
It’s not rocket science, but it’s cheap and effective. You’re welcome.
That drug policy you have developed and nurtured so lovingly over the years in your HR mad scientist lab is about to go up in smoke. We are about to experience a tidal wave of reform intiatives related to marijuana use. The resulting jumble of clashing laws and regional jurisdictions should provide plenty of opportunity for corporate HR and legal for several years to come.
Depending upon where you live and work, the legal status of pot is going to very confusing to say the leasst.
Pot will still be illegal under federal jurisdiction. The United States federal government regulates drugs under the Controlled Substances Act (CSA) (21 U.S.C. § 811), which doesn’t distinguish between medical and recreational use of marijuana. These laws are generally applied only against persons who possess, cultivate, or distribute large quantities of marijuana. Many government contractors are required to provide drug free workplaces, and to develop rigorous drug testing programs to ensure that workers are drug free.
Medical marijuana use is currently legal in 20 states, and the District of Columbia, yet the use of medical marijuana remain unprotected under the Americans with Disabilities Act (ADA).
Courts in several states where medical marijuana is legal have held that employers still have the right to discipline and fire employees who violate company policies prohibiting the use of marijuana. Two states, Washington and Colorado have legalized recreational use of marijuana, but this won’t necessarily protect users in the workplace. According to a story in the Denver Post, nothing in the law will “affect the ability of employers to have policies restricting the use of marijuana by employees”.
Sorry dude, you can still get fired, even in sttes where weed is legal. Sorry for wrecking the vibe, but it is still gonna be an HR par-tay!
Oh yeah, Uruguay just made pot completely legal, implementing reforms surpassing even the Netherlands, so that means it’s going to be a global issue for some of us.
It’s 4:30 am on Wednesday November 20th, and I’m awake thinking about how one goes about launching a new career. I’m not unemployed or anything, I’m just going through the steps of working up a business plan for launching a new career direction.
Naturally, I start this project the same way I start every really important project in my life. I pray at the altar of Google.
Oh Google, please help me find my way! Google, send me a sign (some hyperlinks) to guide me on my path.
Input: “launching a new career”
My efforts are rewarded! Google comes through with some advice.
Knowing what you want to do is half the battle. Now you need to find out what it takes to get hired. Your goal is to make yourself as smart as possible on this industry. Read: blogs, career sites, books on this industry, forums and Twitter feeds with people working in this field
If you’re not in a position to simply up and leave your job to start over, there are other options. Consider how you do could work that interests you, and build your resume, while maintaining your current position:
Get a part-time job in your field(s) of interest
Pick up a freelance job or two
Use your vacation time to explore other industries or career field
Take college courses or vocational courses to expand your knowledge and skills
I’m very excited to be part of the Social Media Pit Crew for the 2013 Tennessee SHRM Conference. It’s always an honor and a privelege to be asked to participate in an event like this. For me, this will be the third time I have been asked to be a member of the inital social media efforts at a state conference. In years past, I have been a part of social media teams at state conferences in Florida, Ohio, and Illinois.
Will I see you at the 2013 Tennessee State Conference?
Looking at what Chris Fields and Lyn Hoyt are putting together for Nashville, I can hardly wait for September to get here! You should be there too!
So what makes going to a state conference as part of a social media team so awesome, especially when it is the first foray into the wild and wooly world of HR social technology?
It’s the people, the learning, and the networking – pretty much the same reasons that people who don’t use social media much go to the conference.
Back in 2009, I was part of the first blogging team at HR Florida. I got invited to serve on that team because of the individual work I did in tweeting out information and sharing the event via social media as a 2008 conference attendee. In 2010, I became a volunteer leader for HR Florida at the state level, serving as a member of the Program committee, and the leader of the Social Technology team for three straight years. That led to speaking opportunties at other state conferences, and a volunteer leader position for SHRM National, and many other opportunities too numerous to bore you with here.
I share this experience not to trumpet my own awesomeness, but rather to quickly illustrate that something as banal and mundane as “tweeting” can actaully lead to transformative moments in your professional career. None of these opportunities would have come my way without the connections I made through social media. People I met via Twitter like Sharlyn Lauby, China Gorman, Carol McDaniel, Dave Ryan and Steve Browne have become tremendous professional connections, and opened doors for me in a way that I never expected.
That’s why I volunteer my personal time to attend state conferences and do social media at these conferences. By paying this time forward, I hope that someone out there in Tennessee will receive the same kind of mentoring and opportunity that I did. If you are attending the Tennessee conference, please be say hello to me and the rest of the social media pit crew if you see any us. (click through the link for videos from the whole crew)
Consider getting started by adopting with at least one platform if you are not ready to go full tilt.
Blogs are great for sharing information
Facebook is great for conversation / events
LinkedIn groups offers a semi-private platform
Develop policy and guidelines
You must believe, and lead by example.
Let your “chapter” hair down a little, and have some fun!
You must view your audience as a community.
Don’t treat your social media platforms like a bulletin board used only for publishing announcements. If you do, it will fail.
Help is available!
All SHRM chapters should have a social media person on their leadership team.
Today I would also add the importance of developing lasting partnerships with sponsors. SHRM National has built a great relationship with Dice, the Hive and a kickball charity fundraiser that raised more than $11,000 for No Kid Hungry. Possibilities are unlimited, if you use your imagination.
Special thanks to MissionPoint Health Partners for their conference sponsorship, and CBIZ for providing the social media sponsorship at the 2013 Tennessee SHRM Conference and Exposition.