Social Media Perspective from a Left Coast Architect

I know that advertising and public relations folks are really focusing on these interactive social media, because I’ve seen this happen in several professional environments in which I circulate. But for the average working stiff many of these things are major time sinkholes.

All my colleagues have played with twitter, for example, likewise with facebook–and abandoned them almost immediately because they provide capabilities that we just aren’t that interested in using or exploiting, and–more importantly–our clients don’t use (or rather, some of them MIS-use). One of my clients signed up on facebook, and suddenly I’m inundated with details about his on-line game playing avatars, and his requests for assistance in beating down space creatures. Does he enjoy it? Yes. Do I need to know about this? No.

Sure, I could find a way to control that information flow–but that’s yet another time investment and effort that I don’t really need right now.

 

There’s a lot of hype being generated about the increased connectivity that results from the use of social media, but to me this hype tends to emphasize a form of social ADD, in which constant communication is the ideal, and isolated thinking time is ignored. In addition, I’ve found that it is difficult to control external inputs when one’s activities are taking place within the social media bubble; I get slammed with other people’s info whether I want it or not, and I’m already having difficulty performing triage on the overwhelming amounts of info coming in over the transom as it is. Not to mention the expectations that are raised in others when participating in all

this: I sent you a facebook invite, are you ignoring me?

Why…er…yes, yes I am. Frankly I’m not that interested in your mood right now, thank you very much.

 

I’m not someone who is shy about using new methods and technologies, mind you. But, to put it in perspective, neither am I a Crackberry addict either, so that should tell you something. I remember a client once falling into confusion when I refused to provide my cell phone number; how will I reach you, he asked. I have an office, I replied, with a phone and an answering machine. I know it’s old fashioned, I added, but—I DON’T RUN AN AMBULANCE SERVICE. I mean, what kind of architectural emergency can you have, after all. OMFG, I CAN’T DECIDE WHAT KIND OF TOILET TO BUY! AND THE PAINT–SHOULD IT BE OXIDE WHITE, OR SWISS COFFEE??? I HAVE TO KNOW RIGHT AWAY!

 

Of course, the moment teenagers become my clients, my opinions may change. What do I know.

Job websites and open resumes

I was recently asked the question whether you should open your resume on websites such a TheLadder.com or other senior executive sites. My answer is empatically no. It’s no whether you have a job or not. Here’s why:

If you have a job:

• HR Dept use these sites. Companies make them use it whether they want to or not to keep recruiting costs down. And you can be seen by them.  It’s unlikely you will lose your job because you are open to other opportunities (though posting a resume is more than “open to other opportunties”), but you really don’t want your company know you’re looking unless you are sure that they will use this to give you a promotion or raise. And if they are forced to give you more money  in this manner, you can be sure there will be some resentment.
• You want to leave your company on your own accord, under your own conditions and time constraints. This will be a red flag to them.
• HR department use these sites by looking at keywords. Unless your resume has enough key words, they are likely to miss you. You can’t direct your resume to a specific job. So if you haven’t highlighted CRM enough or called it by a different name (didn’t we used to call it retention marketing), they may not find you.

If you don’t have a job:

• You think, how can this hurt? Well, frequently if you post to a site, a company will then not allow a recruiter to represent you. And if a recruiter has interviewed you, knows your skill set and knows what you can do–and it is not an exact match with the key words the HR person is using–you’ll get pasted over without having an advocate (the recruiter). And the recruiter won’t be able to represent you.

So what do you do?

I’m going to sound biased, but having an intermediatry is the best way. But if that’s not possible, research compaines you are interested in and check out the career section on their website. Posting to the website is safe and will eliminate exposure.

Will you be missing out on some opportunities that way? Yes, but you have to balance that with not opening yourself up to the world.

 

 

Bloomberg or Bust

Well, I busted. I couldn’t in good conscience vote for this guy. Did he do a good job the last 8 years? I think so. Am I happy with his approach to public schools? Pretty much–though I don’t understand why our part of Brooklyn (Park Slope) doesn’t have a decent high school. So why am I going to “cut off my nose to spite my face?” Because Mike lied and he overturned the will of the people. What Mike should have done was to promote someone  with like sentiment and ideals who could replace him.  But Mike doesn’t think that anyone can replace him–only he can do this job well. And that is why I couldn’t and didn’t vote for him.  I don’t think Bill Thompson is a good choice, but at least he’s an upstanding guy. I don’t believe at this point that Mike is an upstanding guy. So go Bill go…

Interesting blog

Many years ago I interviewed the guy who writes this blog: http://go-digital.net/blog/.

I thought he was brilliant then and even more so now. Too bad my clients at the time couldn’t see this. So what kinds of lessons does this teach me about the type of candidates I find and those that find me–and tidbits I can impart as a recruiter:

• This guy didn’t fit into a specific mold at the time. He was brilliant, with some great background and great educational credentials. His background was a bit choppy (meaning there was no logical progression) and my clients couldn’t see past that. Looks like he’s overcome and good for him.
• I can’t find everyone a job. I can only try to fill the jobs that I have–which are mostly a specific need (that is likely hard to find and that is why people use a recruiter), at a specific price point.
• Most people with a “non-traditional” progression and movement (changing jobs frequently without good explanation) will not be able to benefit from a recruiter other than in a very market of very low unemployment (in 2000 all your resume had to do was say digital and you could get a high paying job–until 2001 and then you couldn’t). I suggest you network and try to prove yourself on a consulting/freelance basis.
• In this market most candidates who do not have stellar track records also won’t be able to benefit from a recruiter. (but there are exceptions so please keep on sending resumes over)
• And lastly, don’t waste your time trying to work at companies that are not a corporate fit for you. If you are unsure what that is, look at the profiles on linked in of people who work there or stand outside their offices and see who is walking in.

 

Open Jobs

Looking for the following immediately:

• senior manager for nothern NJ company, must have either dm/email or digtial crm, not commutable by public transportation
• Online campaign manager: end to end management, creative, online acquisitions, value of leads, email, display,SEO
• Online DM manager: end to end program management, lists, merge, purge, creative development, analysis

Smart Phones replace computers

http://www.usatoday.com/tech/news/2009-10-20-social-network-smartphone_N.htm

Great article. How do marketers and advertisers capitalize on the use of smart phones for everything?

Networks too big???

This past Sunday there was a rather intriguing article in the NYT Jobs section titled “Networks too big for their own good” http://www.nytimes.com/2009/10/18/jobs/18pre.html?_r=1&scp=1&sq=networks%20too%20big%20for%20their%20own%20good&st=cse

It was a rather intriguing article about the effect of having too many connections and how much empasis is placed on who you know rather than what you’ve done. The article goes on to mention how important having a connection is in the process of recruiting and getting a job.  And the benefits of looking outside networks to perhaps find someone even better than someone with a connection.

As a recruiter, I don’t think I can emphasize this enough. Companies are trying to reduce their  recruiting costs (and for certain positions and levels that does make sense) but not at the expense of hiring the best person for the job. Often employees are given incentives to recommend people for open jobs. I’d say that this is a conflict of interest–is this person the best person for the job or just someone and employee knows or is in their network. And very importantly, can become a waste of time for employees who are very motivated to make the extra money. In the age of networks (that inclues Linked In), recommendations have become suspect and referrals have become income. Wouldn’t it make sense to also keep in mind outside sources? Especially for key hires. Wouldn’t the profitability that comes with an excellent employee be amoritized many times to pay for that outside source?

Brand People Beware (and not because it’s halloween)

A friend sent me this link. I thought I’d share…I’ll comment later.

http://adage.com/cmostrategy/article?article_id=139593

Should you stay or should you go?

I meant to comment last week about the NYtimes Sundayjobs section. The article addressed what to do if you were passed over for a promotion–either someone else getting promoted into the spot you wanted or bringing someone in from the outside. It discussed how not to be confrontational with the decision makers, try to find out in quantifiable terms why you didn’t get the spot, what you’d have to do to be considered for the spot the next time.

The one thing it didn’t discuss was when you know it’s time to leave a job. I think that people have a much harder time with this so I’ve put together a bullet-point stream of thought on this matter:

• How long have you been at the company and how quickly have you been promoted compared to other people in the same role?
• Frequently if you’ve been promoted many times at the same company, especially moving up from a junior level–the perception of you is that junior person. At that point, it may be time to leave and start fresh at a company that will only see you at the level you’ve become.
• Can you get more experience, faster somewhere else?
• Do you have an enemy that you are aware of that can be influencing this decision? Is it possible to overcome or better to go?
• Is your perception of yourself out of line with how others see you? That is very hard to confront as a person and very hard to get someone to tell you what they really think of you and how you do your job.
• What is job market like at that moment in time? Can you get another job? If you’ve tested the waters and the waters are dry, you need to preserve your job–so look up the Times article and figure out how to make the best of it for now. And make sure you have a damn good resume and connections ready.

Culture Research

One of my professional groups sent me a link to a research study about how cultural fit affects your job. They looked at various questions across male/female–different countries and a few other criteria.  Here’s the link:

http://www.adc.uk.com/page.aspx/239/Research_Findings

I would love opinions about the value of this research and what companies could learn about how to apply cultural fit to the people they hire. And does cultural fit mean that the person is the one who can do the job the best?