WEB 2.0 AND RECRUITING

Recently I was on a recruiting trip to Ohio State.   I was waiting in the lobby of the Engineering Career Center for my next appointment.  I took the opportunity to scroll down through my e-mails and noticed an interesting cover letter from an applicant.  It started out like any cover letter - this is my name, what I want, and how I can help your company.  The last sentence is where it got interesting.  The applicant said, "I'm sorry the quarterback at Alabama sucks." 

Really?  Was this applicant that crazy to think that would help him get an interview?  At some point you have to be smarter than that and put the school rivalry behind you.  This applicant is an LSU grad and today, 11/7/09, LSU and Alabama meet for their annual showdown.  The applicant could not resist making a jab at me and my school since he is from LSU.  Guess how far that resume went!  If he would say something like that in a cover letter imagine what he would say once he gets hired and "loosens" up a bit.

There were 5 students waiting paitently in the lobby and I read this cover letter out loud to them as an example of what NOT to write to someone who can help you get a job.  They laughed and said they could not believe the guy wrote that to me.  I'm waiting until after the game to respond to his e-mail. Should be interesting!

Marty Brack

This is the last day of the required posting for the class I’m taking at the University of Alabama. The postings for the last 30 days have been about Web 2.0 and recruiting. This posting once again highlights the definition of Web 2.0 referencing the work of John Thompson in “Don’t Be Afraid to Explore Web 2.0.”

Web 2.0 sites allow anyone to contribute content and to participate with other users in editing and even combining or remixing existing content with other material to repurpose it for additional uses. Thus content on the Internet is no longer static; it is changing and dynamic. A distinguishing Web 2.0 feature is the increasing significance of the individual user, as anybody (even a fifth-grader) can create and upload text, as well as audio and video, to the Internet. Another characteristic is the reliance on user participation, often referred to as the “wisdom of the crowd” and the “architecture of participation.”

Web 2.0 has an inherent trust in people and what they can contribute when working together toward a common goal for the greater good. If Web 1.0 (even though we did not know it was “1.0” at the time) was a read-only medium, today’s Web 2.0 is read/write. The Internet’s first era of mass use required users with programming skills to contribute (upload) material to the Internet. Early Internet users found that material in a manner similar to going to the library to find and take home a book.

In contrast, Web 2.0 users still go to the library (i.e., the Internet), but instead of figuratively just taking home a book to read, they now enjoy other possible uses, including contributing comments, changing the contents, and having others simultaneously read the material in real time. Several thousand Web 2.0 applications have become available in the last few years. These applications are generally free to individuals (Thompson, 2008).

REFERENCE:
Thompson, J. (2008, June). Don't Be Afraid to Explore Web 2.0. Phi Delta Kappan, 89(10), 711-778. Retrieved August 31, 2009, from Academic Search Premier database.

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

Although Facebook is more of a social networking tool you can search for or post jobs on Facebook too.

To find the job postings

1. Go to the bottom left corner and click on “Applications.” There 20 pages of applications; many are games or entertainment, but there are some business applications too.

2. Select “Browse More Applications.”

3. Along the left hand side you can select by category. Select “business.”

4. Then select "jobs."

5. You can type in a job title or select a subcategory.

As of Sunday, October 18, 2009, there were 168,264 jobs posted. Below is just a small sample of the type and number of jobs posted on Facebook:

Finance and Accounting - 5,326 job postings
Marketing and PR - 1,226 job postings
Civil Service - 1,298 job postings
Engineering - 4,448 job postings
HR and Recruiting - 905 job postings
Computer and Software - 12,557 job postings

So, in spite of the difficult economy there are jobs out there. You just have to know where to find them.

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

If you’re a passive job seeker beware of companies that post the same job over and over. 

There is local big box retailer in Birmingham that sales home improvement products. They have an HR Manager job that has been posted for about 2 years. I guarantee you there are plenty of qualified HR Managers that could do that job with half their brain tied behind their back.

Companies that have excessive turnover are not addressing the reasons for the turnover; it could be low pay, poor working conditions, poor management, or a host of other issues. If you have a job, don’t give it up for a company like that. Most likely you will become a casualty too, like the host of other employees before you. If you are not working and need the money, then take your shot. If you get the job just realize it may not last long. Yet, it’s easier to get a job when you have one. You will look more attractive to a company if you are currently working.

So, beware of repeat offender job postings!

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

Not familiar with LinkedIn as a recruiting tool? If you are a recruiter, you really should check it out. I posted two jobs recently and have been pleased with the results so far.

I have several job openings and started the recruiting process with posting job vacancy ads. I’ve used Monster.com and CareerBuilder.com for years and know they generate a lot of resumes, but not necessarily the right skills. Job seekers with all kinds of backgrounds, many not what you are looking for, get your e-mail link and send you a resume whether they are qualified or not. I wanted to try LinkedIn to see if their results are better than other traditional on-line sources.

I posted two new jobs on LinkedIn to see what kind of results I would get. The two positions are for our Bourbonnais, IL plant and are both supervisory positions. LinkedIn posted my job but also targeted specific candidates who met the criteria of my positions and sent them direct announcements. The resumes I have received have been on target meeting what I’m looking for in terms of education and experience.

So far in 24 hours I have received 13 resumes for one position and 22 resumes for the other. While these numbers don’t stand out like you would get on some of the big job boards, all of the resumes met the minimum qualifications of the job. Almost all of them are worth a good second look. I’m pleased with the results LinkedIn as produced and feel it is definitely worth using!

I’ll keep you posted as the days go on.

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

College football rules supremely in the South. When I first moved to the Birmingham area 11 years ago I was asked the question, Alabama or Auburn? Not fully understanding the ramifications of the question, I just said, “Neither, I’m from Texas.” That answer did not suffice and I was quickly told that I had to pick one. Remaining a fence rider was unacceptable. It took me a long time, but I eventually chose the University of Alabama.

I’ve watched Alabama football fans ride the crimson tide up and down with their wins and losses. Since Coach Saban was hired by the University of Alabama some dramatic changes have taken place in players and performance on the field. Well what does this have to do with recruiting?

Into his 3rd year as head coach, Nick Saban has been a relentless recruiter. Recruiting the best players in the country eventually translates into one of the best teams in America. Alabama is ranked #2 now and if they beat Florida should have a chance to play in the national championship.

The same holds true in business. Recruit top talent and your company will go from good to great. Your company will never be the best in its business if you don’t have “A” players on the field. Now is the time to recruit top-notch employees while the market is soft and people are concerned about their jobs. The economy will turn around and the strongest companies will come out stronger than ever. Never settle for a “B” player. It’s best to suffer a little longer covering a vacancy and get the best candidate than to make a quick hire and maintain mediocrity.

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

Most of my blogs have focused on employer strategies for finding applicants. I want to jump on the other side of the desk and talk briefly about job search strategies from the job hunter’s perspective.

I’ve interviewed over 5,000 people over the past 20+ years and realize some job search strategies are more productive than others. According to Richard Bolles, author of What Color is Your Parachute (1970), a job seeker has a 4% chance of finding a job by looking on Monster or directly at an employer’s website. These are pretty low odds. The reason is simple. I recently posted an outside sales rep position in Atlanta on CareerBuilder. Within a few weeks my resume pool had grown to several hundred. Within 6 weeks I had 1500 resumes. Now you know why that HR guy never calls you back. You and 1500 other people are bugging him to death. The internet is a great tool; use it, but don’t count on it.

Richard Bolles explains that 40% of all hires come from employee referrals. As an HR Manager it’s good to have a referral from someone who knows the applicant. It takes a little of the “unknown” variable out of the equation. Calling previous employers for a reference check is fruitless due to the concern of legal action for giving out a bad reference.

What does this mean for the job seeker? You MUST work your contacts. The more people you know the better the chance of getting a job. The more you network, the better chance you have of finding a job. You must not be embarrassed to ask for help and let people know you are looking for a job.

References: What Color is Your Parachute, Richard Bolles, 1970.

Video Link: Richard Bolles Interview

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

All employers should have an “Employment” section on their website to aid in recruiting. Applicants who find your site should be able to easily find your open positions, fill out an application, and post a resume for HR to review.

This link needs to be set up before you start posting on the social network sites. It won’t do you much good to send people to your website if they can’t find out what positions you have open or apply on-line.

Once you get your employment link set up then you should advertise it on Facebook, LinkedIn, Twitter and any other social networking site. You want to drive traffic flow to your site to attract the right candidates for your openings.

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

Ira Kauffman, posted some recruiting success stories that are reposted here. Here is a beginning list of Facebook Recruiting SUCCESS STORIES.

1. Ernst & Young became first employer to use Facebook for recruiting in January 2007. They currently have over 18,000 fans and their career page is very active.

2. KPMB is a global company very active in the Facebook community. There are over 500 KPMB groups on Facebook from career sites to Alumni pages.

3. Deloitte’s group has 4,451 members is extremely active.

4. On the international front in Asia Businesses are using Facebook to look for job seekers

•  Royal Plaza , five star hotel set up a new Facebook page with an events section called “We are hiring!”. “Facebook is an “out of the box” way to appeal to younger recruits, who may be attracted to a hip and refreshing image of the hotel.”
• The Straits Times Razor TV, an interactive web TV service, has been using Facebook to advertise various job openings - for multimedia journalists, videographers and presenters. They get 12+ responses/wk. “We use Facebook because its users are our ideal target group. We are looking for people who are in tune with Internet culture and are totally comfortable with the online realm.”

All Things Digital reported Thursday that Twitter is in talks with both Google and Microsoft about the prospect of multimillion-dollar deals to integrate Twitter in some way with outside search engines. News agency Reuters chimed in with a report stating Twitter's discussions with Microsoft and Google are taking place separately, and that if negotiations work out, the potential partners would be able to incorporate Twitter tweets into Internet search results.

This could have significantly positive results on recruiting. Applicants interested in your company would find your tweets easier if search engine, Google, included tweets. You would still need to post frequent updates so that potential applicants would know what is going on with your company. Currently applicants would not be included in your list of followers unless they “discovered” your name and requested to follow you. If the deal goes through with Google then it will make it easier for applicants to follow you and for you to keep them up to date on current company news.

Link: Twitter Article in PC World

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

Just posting a job opening on a social networking site may not be enough to attract the candidates you seek.

According to Averbook and others, the key is building up a large circle of co-workers, former co-workers, friends, industry associates, customers and “people you run into on airplanes” so when you do have a job opening, you can tap into a group that already knows you and your company, Averbook says.

You have to consistently develop your network. Developing your network means that you are adding new friends, making connections with old friends, and getting the word out about your recruiting needs. There is no easy way to get the job done, but with a little effort, you should be able to land some good candidates.

Link: Recruiting Article

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

2009 has been a rough year for most employers. Unemployment is at or above 10% in many parts of the country. Companies are reporting sales off by 35 to 40% over last year. 

Yet with all that bad news social networking giant, LinkedIn, says they will increase their staff by 50% this year. The LinkedIn CEO, Jeff Weiner, said 40 percent of Fortune 100 companies are using the company's software service for recruitment. The company says it adds a new member each second and Quantcast.com reports that it has 28.5 million users monthly among its members.

Just because some segments of the economy are bad doesn’t mean all segments are bad. Social network recruiting is growing in spite of the economy. LinkedIn reports sales growth at 50% year over year.

Their business model is working and it shows in their sales and membership growth.

Link: Reuters.com LinkedIn Article

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

The 140 character limitation to Twitter makes it a little impractical for job posting. However, there are some things you can do with Twitter to aid your recruiting efforts:

1. Link to your website so that applicants can view all your open positions, complete and submit an employment application, and get a brief sense of your benefits.

2. Post brief messages of job fairs you will attend.

3. Provide updates when a position is filled. It might prevent a bunch of awkward phone calls and e-mails where you have to inform someone that you filled the position without even talking with them.

4. Provide market updates especially if your company has won a new contract, increased its sales, or won a significant award.

5. Share employee interest stories – promotions, or whatever, that shows your company is employee-oriented.

Although Twitter does have limitations, it can still be a good tool to broadcast your recruiting marketing message.

Marty Brack
mdbrack@crimson.ua.edu
205-837-4098

One concern all recruiters have is how their recruiting methods affect their workforce diversity. Employers who perform work for the Federal Government are concerned that they comply with Executive Order 11246, which requires that they file an Affirmative Action Plan. The recruiting sources you use definitely affect the race and gender of the applicants you reach. Think about it. Ever wondered how many females read Field and Stream? Probably not many. If you run employment ads in certain magazines you will most likely end up with an all male applicant pool. The same concept holds true for on-line recruiting.

If you rely too heavily on Web 2.0 recruiting you may limited the number of minority or older workers you reach. If you continue to ignore that problem you will eventually run afoul of EEO laws and may have to answer to the EEOC.

The key is to not use just one source when running recruiting ads. Web 2.0 should be just one source you use among many recruiting tools.

Link: Entrepreneur.com Article

Marty Brack
mdbrack@crimson.ua.edu
205-837-4098

Today’s blog is a continuation of the discussion of the recent survey on Social Network Recruiting, which was conducted between April 30 and May 15, 2009, by Jobvite.com. 438 individuals completed the 23 question survey using an online survey tool.

Of the 438 individuals who responded to the survey, 76% said they have used LinkedIn to research candidates. 67% use a search engine, but it doesn’t say what that tool actually is. It could be something simple as Google, or a tool such as used by ADP, the large payroll processing company, to conduct driving records and criminal background checks. 

Today’s blog is a continuation of the discussion of the recent survey on Social Network Recruiting, which was conducted between April 30 and May 15, 2009, by Jobvite.com. 438 individuals completed the 23 question survey using an online survey tool.

Of the 438 individuals who responded to the survey 66% said that they have successfully hired a candidate through an online social network. 22% said no to the question, and 12% did not know. (I guess they weren’t too involved in the process or they would have known the answer to that question.)
So, companies are successfully recruiting through on-line social networks. I wonder if the 22% who said they have not hired a candidate through an online social network actually hired anyone at all? 2009 has been a very slow year for recruiting and the unemployment rate is at an all time high. Neverthelesss, social network recruiting does work and is being utilized by many employers.

To see the full survey, click the link below:
Link: Social Network Survey
 
Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

Today’s blog is a continuation of the discussion of the recent survey on Social Network Recruiting, which was conducted between April 30 and May 15, 2009, by Jobvite.com. 438 individuals completed the 23 question survey using an online survey tool.

Of the 438 individuals who responded to the survey 77% said they use social networking recruiting to reach passive job seekers and 74% said they do for a low cost candidate search. (see question #3).

The next few postings will highlight some results of the annual Jobvite Social Networking Recruiting Survey. The 2009 Jobvite Social Recruitment Survey was conducted online between April 30 and May 15, 2009. The survey was completed by individuals responding to an invitation on the Jobvite website or to an invitation emailed to human resource and talent management professionals. 438 individuals completed the 23 question survey. Respondents answered questions using an online survey tool. Response data is available only in aggregate form.

I ran a search for various jobs on LinkedIn just to see how many jobs are posted for the Birmingham area. A neat feature about LinkedIn is that it ties in with SimplyHired.com for a more extensive search. SimplyHired.com is a website that integrates job postings from many different sites and pulls them together in one location. Here are the number of jobs reported as open on LinkedIn:

Human Resources - 81 positions
Programmer - 48 positions
Engineer - 253 positions
Teacher - 83 positions
Driver - 342 positions
Mechanic – 26 positions
Machinist – 2 positions
Carpenter – 3 positions
Cook – 72 positions

So, even though we are in a recession, there are jobs out there. Polish up your resume and start mining the jobs in LinkedIn.

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098


Manger - 1500 positions

Looking for a job in this economy can be difficult. One obstacle that you have to overcome is the embarrassment of telling your friends and family that you are out of work. You must get over this and let people know you are looking. You never know who might be able to help you. Unless you were fired for inappropriate conduct, there is no shame in being out of work. It happens to a lot of people, and in many cases through no fault of their own.

So if you are out there looking, what is the most productive use of your time as a job seeker? Does it pay to respond to newspaper ads, attend job fairs, network with family and friends? The people who actually do the hiring responded to a poll by Challenger, Gray & Christmas. They said your time is best spent networking; your time is least effectively spent attending job fairs.

Ranked in order of effectiveness were:

1. Your time is best spent networking. This includes letting everyone you come in contact with know you are looking. Use your e-mail contact list, family, neighbors, and friends. You never know who might know about a job and can help you.

2. Using social networking sites such as Facebook, LinkedIn, and Twitter. With one simple post or tweet, you can notify large groups that you need help.

3. Getting referrals from management recruiting firms. If you are being laid off you need to try to negotiate as good a deal as you can get. Ask if they will pay for outplacement services.

4. Posting resumes on Internet job boards such as CareerBuilder.com, monster.com, yahoo’s hotjobs.com, etc. And don’t just look for job postings. Post your resume so that employers who may not have posted a job can find you. Remember, 80% of jobs are not posted.

5. Posting resumes directly on employers' websites.

6. Cold-calling employers or sending unsolicited resumes.

Good luck in you search!

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

If you have never used Facebook you might be surprised at the number and size companies using it to run ads and recruit employees.  Here is a partial list of Companies using Facebook as a recruiting tool:

1.  Coca Cola (3,718,991 members)

2.  IBM (17,454 members)

3.  NASA (18,530 members)

4.  University of Alabama (16,142 members)

5.  The Central Intelligence Agency (762 fans)

6.  The National Security Agency (2,233 members)

7.  Ernst & Young accounting firm

8.  San Diego State University

9.  The Charleston Police

10. Alexian Brothers Catholic Monks

11. Troy-based Diversified Industrial Staffing Inc.

12. US Cellular

13. International law firm, Allen and Overy

14. John Holland Construction Company


This is just a small list of companies.  You can literally find thousands of companies on Facebook.  Did you notice how many members or followers there are for some of these companies? Yes, there are over 3.7 million members of the Coca Cola site.  While I don't necessarily think you should do something just because everyone else is doing it, it's hard to ignore these numbers.

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

I often see postings on FaceBook that say something to the effect, “Facebook is so addictive.” Have you ever thought that or wondered why that is?

I think one reason that FaceBook is addictive is that people are social by nature and we are curious about other people’s lives. We wonder how life has unfolded for old friends we haven’t seen in a long time. We are curious to know if the high school prom queen still looks as good today as she did 30 years ago, or if the star high school quarterback turned out to be a success or a bust off the field.

When we dig into the profiles of people from yesteryear it is fascinating to see what has happened to their lives. We want to know who went to college, where they went to school, and what they majored in. It is interesting to see who got married and had kids at an early age or who might still be single. We are curious what they look like and are amazed that the ugly duckling from elementary school turned out to be quite beautiful with time. We have to chuckle when we see that the most popular guy on campus is now bald and way overweight. Life certainly throws some punches and it is interesting to see how our friends handle them.

I remember a guy named Tony who was a shy, skinny kid who toted a calculator around in high school. Tony now has a PhD in Physics and is a professor at a distinguished university in California. I remember another Tony who was in the band. He grew up down the street in the modest, blue collar neighborhood with me. After connecting with him on Facebook I discovered he had an MBA from Harvard and was the president of a company in Dallas. Wow. I never would have dreamed anyone from my neighbor would accomplish so much.

Facebook is truly interesting to explore.

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

Our IT Department really doesn’t like to give free reign to the internet. Their main concern is to protect our network from viruses and hackers who want to steal or damage our intellectual property. In addition, our Company is concerned about employee productivity. If employees sit around at work connecting with each other on a social network site, then they can’t be doing anything productive, right? These concerns are legitimate and need to be addressed so that you can effectively recruit using web 2.0 tools.

In an attempt to control the risks, our company like many others, forbids access to Facebook and other social networking sites. If you are going to post ads and recruit candidates on Facebook then you will have to explain to your IT Department what you are trying to do. My suggestion is to talk with your IT Department about what you want to do. Involve them up front. You might want to involve your IT department in designing the ad and ask for their assistance in posting it. If they are involved on the front end you will have less worry about explaining what you are doing later on. Also, as you see positive results from this recruiting channel, publish reports to management on your success. When your local management sees that you really are producing good candidates through social networking sites, they will be less likely to question your activities in the future.

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

Data from Nielsen Online, which measures Internet traffic, found that more than 60 percent of Twitter users stopped using the free social networking site a month after joining.

Although Twitter has some advantages, it’s limitations make it a less desirable recruiting tool. According to Nielson’s research most Twitter users quit accessing the site after a month. If your potential recruits aren’t viewing your tweets then it can’t be effective as a recruiting tool.

Reference: http://www.foxnews.com/story/0,2933,518409,00.html

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

Effective recruiting requires a multi-channel approach. What do I mean by that? In years past the primary channel was the newspaper. Job seekers checked the Sunday job ads, mailed a resume on Monday, and hoped to get a call. While some companies still run ads in newspaper, more ads are ran on the big job boards such as CareeBuilder, Monster, and Hotjobs. A smart job seeker will search all avenues since many jobs are not posted on multiple forums.

I view the social network sites, such as Facebook, Twitter, and LinkedIn, as just another channel to the job seekers. With millions of users on these social network sites a recruiter may be able to find a good candidate who is not actively looking for a job. A diverse group of people live on Facebook; more professional oriented people live on LinkedIn. The good thing about the social network sites is that you can have open dialog with the job seeker. Unlike the newspaper and the job board site, the social network sites open up communication between the recruiter and job seeker. These sites also can link back to the company’s website so the job seeker can explore more about the company.

Two way channels are much better than one way! Happy recruiting or happy job seeking, depending on your point of view.

Marty Brack
E-mail: mdbrack@crimson.ua.edu

Cell: 205-837-4098

I love to fly fish!  It’s enjoyable to wade through rivers looking for the big catch. The shallow streams of the Smokey Mountain National Park offer a beautiful setting to spend some time in nature. However, trying to hook the elusive Rainbow or Brook Trout is not always easy. Sometimes you have to change your bait to something agreeable to the fish or keep working you way up stream to find a place where the fish are biting. Even if your technique is good there may not be any fish in the “hole” and you have to move on to better waters.

As an HR Manager recruiting is one of my essential functions. So why am talking about fishing and what is the big fuss about Facebook?  

There are a lot of similarities between recruiting and fishing. If the talented candidates you are seeking are not “biting” on your ad you have to try something else.  Advertising in a different place or through a different media is often necessary.  You have to recruit where the people are.
According to the fact sheet posted on Facebook, there are 300 million active users! Out of that many people the odds of a user (or hopefully many) having the same qualifications and skills that I’m looking for are pretty good. Even if the “right person” doesn’t happen to see my job posting, chances are good that someone else will see it and pass the message on to someone who might be looking for a job. It’s all about networking. As a recruiter you have to be actively looking where the right people are, whether it’s at the career center at a university, or on-line at a social network site. Whatever works – you have to give it a shot.

Fishing and recruiting really share a lot of things in common!

In the next few weeks I will be posting some jobs on Facebook and will let you know how well it does.

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

Another Web 2.0 application is Twitter. (www.twitter.com). According to the definition on Wikinomics, “Twitter is a free social networking and micro-blogging service that enables its users to send and read messages known as tweets. Tweets are text-based posts of up to 140 characters displayed on the author's profile page and delivered to the author's subscribers who are known as followers. Senders can restrict delivery to those in their circle of friends or, by default, allow open access. Users can send and receive tweets via the Twitter website, Short Message Service (SMS) or external applications.” 1

Twitter has it’s positives and negatives. I personally find twitter too limiting. Your messages to your “followers” can only be 140 characters long which makes it hard to say very much. On the other hand, it’s great for short messages. One particularly good use might be to broadcast safety or security alerts. Companies could alert employees about an emergency without having to select e-mail addresses like you do in regular e-mail. Twitter works great for a large group to coordinate meetings, or status updates. Twitter is good for reminders and short status updates that don’t require a lot of detail. If you find Twitter too limiting, an option is to post a link on Twitter to another site that contains a more complete message that you are trying to get across.

To go to the website and set up a (free) account click on this link: http://www.twitter.com
Once you get your account set up, look me up!

To see a short video on Twitter, click on this link: http://www.youtube.com/watch?v=ddO9idmax0o

Reference:
1. http://en.wikipedia.org/wiki/Twitter. Retrieved 9/22/09 from the internet.

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

LinkedIn is the world’s largest professional network with over 40 million members and growing rapidly. LinkedIn is a business-oriented social network dedicated to helping professionals maintain a list of connections. These connections can then be used to find a job, find out more about potential employers, and fill your own job vacancies through the social network. LinkedIn connects you to your trusted contacts and helps you exchange knowledge, ideas, and opportunities with a broader network of professionals.

LinkedIn - which is free for users who want to post their virtual resumes; invite in colleagues, friends and acquaintances; and join online groups such as alumni associations and professional associations -- has 40 million users. Over the next few months I will be developing a LinkedIn site for my employer and will test how well it does in attracting interested applicants.

Networking is the most valuable tool for job seekers, their most recent survey said, followed by social/professional networking sites, such as Twitter, Facebook and LinkedIn.

To go to the website and set up a (free) account click on this link: http://www.linkedin.com

To view my LinkedIn site click on this link: http://www.linkedin.com/pub/marty-brack-sphr/8/74/937

To see a short video on LinkedIn click on this link:  http://www.youtube.com/watch?v=IzT3JVUGUzM

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

If you are like me and have moved around since your high school days, you may not have seen old classmates, friends, neighbors, or distant family in many years. I’ve enjoyed connecting with old friends that I haven’t seen in 30 years. Facebook is a social utility for connecting people with those around them – friends, family, coworkers, or simply others with similar interests. Founded in February 2004, Facebook is a social utility that helps people communicate more efficiently with their friends, family and coworkers. The company develops technologies that facilitate the sharing of information through the social graph, the digital mapping of people's real-world social connections. Anyone can sign up for Facebook and interact with the people they know in a trusted environment. 1

Facebook started in 2004 as a closed community for college students (requiring users to sign up with a valid university email address) but has since expanded beyond that to high schools, corporations, regional networks, or any user across the world. Facebook allows users to connect and share information in a variety of ways.

The interesting thing about Facebook is that you connect with someone you haven’t seen in years and see what is going on in their life. You have the ability to see their contact information, educational history, photos, connections to their website or blog, if they have one, and view comments they have posted.

Following are some facts posted by Facebook. 2

General Growth
• More than 300 million active users
• 50% of our active users log on to Facebook in any given day
• The fastest growing demographic is those 35 years old and older

User Engagement
• Average user has 130 friends on the site
• More than 6 billion minutes are spent on Facebook each day (worldwide)
• More than 40 million status updates each day
• More than 10 million users become fans of Pages each day

Applications
• More than 2 billion photos uploaded to the site each month
• More than 14 million videos uploaded each month
• More than 2 billion pieces of content (web links, news stories, blog posts, notes, photos, etc.) shared each week
• More than 3 million events created each month
• More than 45 million active user groups exist on the site

International Growth
• More than 65 translations available on the site
• About 70% of Facebook users are outside the United States

References:
1. http://www.new.facebook.com/press/info.php?statistics#/press/info.php?factsheet
2. http://www.new.facebook.com/press/info.php?statistics

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

Web 2.0 is a hot topic. The term “Web 2.0” refers to the next generation of Internet applications that allow (even encourage) the average Internet user to collaborate and share information online. The first phase of the Web—Web 1.0—concluding in 2000 was characterized by bringing useful content online through the application of Web technologies to information (such as weather forecasts) in order to make them available on the Web to millions of potential users worldwide. A consequence was that a vast amount of useful content was now available—addressable via URLs and accessible over HTTP—with the requisite content being delivered via HTML, CSS, and JavaScript.

In Web 2.0 sites the content is user generated. It is the users who both create the information and control what they show to the outside world. A defining characteristic of Web 2.0 sites is their ability to facilitate collaboration. Web 2.0 is a collection of technologies that create a participatory, common space where multimedia can be shared, discussed, and manipulated with little or no digital programming sophistication. Generically named social networking, Web 2.0 sites vary from personal data (FaceBook & MySpace), photos (Flickr), music (podcasts), videos (YouTube), diaries or opinions (blogs), or encyclopedic definitions (wikis like Wikipedia).

If Web 1.0 (even though we did not know it was “1.0” at the time) was a read-only medium, today’s Web 2.0 is read/write. In all these sites users can create their own pages, upload pictures, documents, music, etc. and collaborate other users. Users become part of the site development instead of just readers who consume someone else’s work.

In the blogs to come, I will expand further on web 2.0 and will address how Facebook, LinkedIn, and Twitter are being used as a recruiting tool.

Marty Brack
E-mail: mdbrack@crimson.ua.edu
Cell: 205-837-4098

The blog site is a requirement of a non-thesis research class (CSM582) at the University of Alabama.  This blog will discuss how Web 2.0 products, such as Facebook, LinkedIn, and Twitter are being used as recruiting tools.

Postings will begin September 21, 2009 and run for one month.  I will begin by discussing what Web 2.0 refers to and give a brief overview of Facebook, LinkedIn, and Twitter.  Throughout the month I will add postings on facts about the social networking sites, how they are used, and their effectiveness as recruiting tools.

Marty Brack
Graduate Student
University of Alabama

Thoughts on Layoffs

The national economy is in poor shape and the number of people laid off is rising. Can anything good happen from a layoff? What should you do if you are laid off?

First of all, know that if have been laid off that you are in good company. Many states are showing layoff percentages from 9.5% to as high as 20+% - so you are not alone. Don't get down on yourself if this has happened to you. You must look forward and not backward. Good things can happen, but just may take longer than you prefer. I have met many people who have landed better jobs with better companies after a layoff. You just never know where you will end up so stay positive.

What should you do when the axe falls? It starts during the meeting with your manager when you are being laid off. Be professional and don't say anything that will burn bridges. This person will be in a position to help you down the road so stay in his or her good favor. Ask this person for a written letter of recommendation. Also, try to negotiate anything you can while you have the chance such as a severance package, continued insurance, use of a laptop while you job hunt, and/or outplacement assistance. You may only get one chance to ask so be prepared.

Once you have been sent home contact your local employment office and apply for benefits. Remember that you will have to call in weekly in most states to continue to receive an unemployment check. Don't think it will be a lot of money (generally around $250/week) but it can help.

Start immediately notifying your family, friends, neighbors, and anyone you come in contact with that you are looking for work. Don't be ashamed. You will be surprised how people will reach out and try to help. Utilize all the technology that can give you broader distribution of your message such as twitter, facebook, linkedin, monster, yahoo, and careerbuilder. Post your resume on these sources so that recruiters can more easily find you.

If your resume is not up to date, get it ready as soon as possible, and have several professional friends review it before sending it out. Keep it from one to two pages. The purpose of the resume is to simply get your foot in the door. It is not a dissertation of everything you have done. Trust me - I've read close to 5,000 resumes and I assure you a recruiter is only going to look at it for 15 - 30 seconds unless something catches their eye that lets them know you are close to what they are looking for. Keep it simple.

Practice your "sales pitch" and be ready to give it on a moments notice. You need to be prepared to say what your looking for, explain your education and skills, and ask for their assistance. You never know who might be able to help, so get your message out there.

Get financial advise. You may be able to negotiate with your creditors until you get back on your feet. Don't just ignore the bills, but let them know your situation and that you are working on solving the problem.

These are just a few things you can point you in the right direction. Good luck in your search and if I can assist, feel free to contact me at martybrack@bellsouth.net.

Marty Brack, SPHR

The O'Bama administration recently passed a bill, otherwise known as the economic stimulus package, which offers tremendous opportunities for trainers. Click the link below for a summary of this law and it's impact on training.

http://www.astd.org/NR/rdonlyres/BBA60336-2D0C-407A-BF42-20F3CCBCE9F5/0/Stimuluscommunicationfinal.pdf

With a little effort and the support of a local college you could submit a proposal to offer some of the training and could possibly land a nice training grant. I was able to get close to a $50,000 training grant several years ago through the Workforce Investment Act. Now is the time. Lots of money is out there for the taking!

As an HR Manager I've interviewed and hired over 5,000 people. I've conducted interviews at college campuses in a number of states - Alabama, Georgia, Louisiana, Texas, California, Illinois, Wisconsin, Ohio, New York, and South Carolina. And, I've never had an applicant send me a link to their professional electronic portfolio (e-port). Not one. Does that mean they are not helpful? Absolutly not. Maybe they are more prevelant in certain environments, such as education, but that doesn't mean you should ignore this important tool.

If you have an e-port or can develop one you are in a much better position than the other applicants you compete against. Think about it. If I interview 10 applicants for a position and only one has an an e-port, that person has a distinct advantage. A well done e-port can make your work history, knowledge, skills and abilities come alive.

Before you advertise your e-port make sure you get several people to review it and give you honest feedback. You need someone more like American Idol's Simon Cowell instead of someone like Paula Abdule to give you feedback. Paula might say nice things and make you feel good, but will that feedback make your e-port better?

A well done e-port can be a great tool in your job search. If you want me to give you feedback on your e-port send me the link. Good luck in your job search.

Benefits Brief:

We all want better health care and would do almost anything to get better if we, are one of our family members, were seriously ill. So, will the O'Bama administration implement a better healthcare system than we currently have? If he does, who will pay - Corporate America, doctors, insurance companies, us. Nothing is free.

Are we moving toward socialized medicine? While I think we need changes, I'm not convinced that socialized medicine is the answer. I've traveled to Canada and talked about health care with local residents. It is not uncommon for Canadians to come to the USA for treatment because it can take months to get the appropriate care they need in Canada. Think about that. You have cancer and need treatment now. Are you going to wait 3 months to get into a doctor's office? While it may be free or inexpensive to receive health care in Canada what good is it if you can't get the care you need when you need it?