Friday, March 15, 2013
This picture of me was snapped recently at a local mall and it’s for realz! Can you believe it? Me, Leslie Mason, reduced to soliciting social media scores on the street corner. Am I the only person who measures their social success by their Klout score and what in the world is going on???
My Klout score is dropping and I am concerned... not panicked yet but on the verge. After all I worked really hard to get it up to 63 at its peak and three weeks ago it dropped below 59.
Thankfully it recovered but just today when I checked it was back at 59, causing a sinking feeling in my stomach as well as a bit of dizziness. Monitoring my Klout score has been a roller coaster ride for me over the past few months and I can’t figure out what is driving this behavior.
I have carefully maintained all my social networks, judiciously sharing content and engaging with others and trying to spread out my interaction over all the sites that Klout monitors; LinkedIn, Twitter, Facebook, Google+, YouTube, Blogger, Instagram, Foursquare and Wordpress. What am I doing wrong? Recruiters rely on their social media brand. It is an indicator of our success, right? I need to figure out Klout’s secret sauce… is it weighted heavier for sharing original content? Most of the Klout heavyweights are publications or blogs. Maybe I’m on to something!
My company, Intuit, uses a methodology we call Lean StartIN which is a process of rapid experimentation. We are applying it across the enterprise, including Talent Acquisition. For my purposes, I want to test the impact of one blog posting on my Klout score over a period of time to see if this will move the needle… hopefully increasing my score. I will monitor results and report back to you.
If the experiment is a success my Klout score will hit 65 (an all time high) and if it reaches 70 I will share a video of me dancing a jig like Michael Flatly, the Lord of the Dance (I am Irish after all). Or better yet... I'll do the Harlem Shake or celebrate GANGNAM STYLE… in fact I’ll post a poll and let YOU vote to decide which artistic celebration of dance you prefer. This would actually count as another Lean StartIN experiment… look out, I’m on a roll!
For this experiment I will need your help, Dear Reader. My ask of you is to please tweet, retweet, share, post, comment, like, +1 and utilize any other method of social sharing of my article to spread the word. I’m also calling in the Big Guns… feeling a comeback!
Friends and Coworkers:
You know who you are, but like the academy awards I only have limited space to call out names. Forgive me for those that have been omitted.
@StacyZapar friend and social rockstar… I’m happy to ride on your Klout coat tails anytime. ;)
@ghouston @aaroneden @LeanStartIN @JorgenSundberg @StephenMonaco @adriandparker @BillVick @ray_anne @smheadhunter @nmailey @crizzcoxx @scottaxel @fishdogs @philohme @Mike_Anas @SherYoung @LindaBurkard @PHXRecruit @keli_intuit @KMGoodall @mint @Intuit @QuickBooks @turbotax @IntuitInc @IntuitPayroll @IntuitAccts @GoPayment @IntuitCareers
Please… hook a sister up!!!
Shameless Self Promotion (really cry for help):
@Mashable @TechCrunch @twitter @LinkedIn @YouTube @Facebook @hootsuite @Google @instagram @Forbes @HuffingtonPost @GuyKawasaki @scobleizer @dannysullivan and all you other Captains of Klout out there… you have my permission to share and repost my content.
And last but certainly not least:
@StephenAtHome Award winning twitter celebrity superstar that you are… I’d be thrilled just to see @leslie12002 show up in your timeline
Hmmm… wonder if @Klout would use this article in their blog? Stay tuned for part deux… hope to see you on my timeline!
Leslie Mason @leslie12002
Friday, January 04, 2013
Everyone knows what a brand is… most people associate it with a product or a company like Cheetos® or Nike®. We have been talking about Corporate Brand in the recruiting industry for quite awhile and now Personal Brand has become just as popular. You hear it on everything from the Wall Street Journal to America’s Next Top Model. What exactly does Personal Brand mean and do you really need one?
I teach a workshop on personal branding so I read a lot of articles on this subject. Today I read an article by Jasmine Sandler about How to Create a Visible and Engaging LinkedIn Profile that also explains personal branding extremely well. I would like to take it outside of LinkedIn and apply it to your career goals and personal life.
What is it? Your Personal Brand is basically what people think about you. How they see you at work, in real life and more and more importantly these days, online. Going one step further, what they will say about you to their friends, associates and colleagues.
Why do you need one? Even if you don’t think you need one, you have one. It might not be what you would expect. People are forming opinions about you based on their interactions with you, word of mouth (what they see and hear about you) and how you present yourself. You need to take control of how people view you and show yourself in the best light. Good lighting is crucial for a great picture and you are creating a picture of yourself for the world to see. If you are a job-seeker you need a strong, positive personal brand to attract prospective employers, present who you are and get interviews. As an employee you need a good brand at work to make the best possible impression, define how you can contribute to the organization and advance your career.
How do you do it right? You should start by knowing yourself, your capabilities, and the direction you want to go and then start building your brand. A key place to start is building a powerful online brand. This will be the cornerstone of your personal brand. The article I reference earlier is a great example of building out your LinkedIn profile which is the most important professional social network at this time. You should also create profiles on Facebook, Twitter, Google+ and maybe even Pinterest to share your perspective and establish credibility. Show your personality and let people see your thinking, world view and sense of humor. (Remember to constantly manage and adjust privacy settings to only show professional pictures and interactions.)
Start Building Credibility… when you develop your online profile, make sure people can find you when searching by using key words that are the most relevant and make sure your profile reflects those key words. Be sure and publish your recommendations and accomplishments. Highlight your successes… share the conferences you are attending, articles you have published and accolades received. Stay informed… subscribe to publications like Forbes, Bloomberg, Tech Crunch and follow your favorite companies and people. Join groups related to your industry and comment on the articles that interest you or that especially touched or informed you. Engage in conversations, share your expertise! Be consistent, select a unified theme for all social media so people will easily recognize you everywhere.
Become a Subject Matter Expert… decide what you want to be known for and make sure people know you for that. Share your opinions, educate and inform others. You can start by creating a blog. It doesn't have to be super high tech, many sites like Blogger are very easy to use and set up. Create engaging content about whatever you are passionate about and share your passion with the world. Finally network and make connections… you never know where that next speaking engagement invitation or job offer will come from.
Remember the three fundamentals… Be Seen, Be Heard and Be Respected. See you online!
Wednesday, June 27, 2012
Do you ever wonder what makes some recruiters so successful while others don’t seem to be able to produce great results? I’ve been in the business for a long time and worked with many, many recruiters in both agency and corporate environments. The great ones are happy to share their knowledge and secrets of success and I am an enthusiastic learner. Allow me to share what I have learned with you and I would love to hear back what you have learned on your recruiting journeys. What I have discovered is there are 4 basic skills that every successful recruiter has mastered. They are; sales, smarts, savvy and storytelling.
Recruiting is basically all about selling… you sell the candidate on the job and you sell the hiring manager on the candidate. Agency recruiters have to use super sales techniques to cold call into companies and sell the hiring managers on using an agency and paying a fee. Corporate recruiters also face challenges in convincing hiring managers who assume calling their job out to an agency is the only way to get top tier candidates. They have to convince their hiring managers to give them time to source, screen and submit qualified candidates that didn’t apply to the posting. Then they sell them on why they should interview the candidates they have recruited. Both face the ultimate challenge of convincing that perfect purple squirrel candidate to accept their role which, when successful, can be a feat of infinite magic and a wonder to behold. This is one of the best feelings a recruiter will ever have… taking a stellar passive candidate, presenting them with their ideal job, arranging all the interviews, negotiating offer details and finally getting the signed offer letter… talk about time to celebrate and pat yourself on the back! In the agency world we used to ring a bell when that happened and sometimes I feel like ringing a bell now when closing a really challenging req… if not ringing a bell then at least popping a cork. J
Recruiters have to be experts in their fields. They are super sleuths like Nick Charles or Jake Gittes (“Forget it, Jake. It’s Chinatown.”), private detectives prowling the cities and cyberspace… first finding top tier candidates; researching where they work and play, finding contact information and getting them into a conversation before they can even present a job opportunity to them. Some great recruiters can work without any tools at all… just their intellect and industry knowledge. I know one recruiter who only recruits for specific industry professionals so he pretty much knows all the players and has their contact information so that when he gets an order from a competitor, he just picks up the phone and starts dialing for dollars. Other great recruiters use all the tools available. (I happen to fall into this camp.) We need tools not toys. ATS, LinkedIn, Facebook, Twitter, Google+, Pinterest, Blogs, ZoomInfo, Boolean searches… you name it we use it! We are building a social network and a personal brand to attract and engage with leaders in our industries. I love it when I find people using new tools like Pinterest and can speak to them about their interests and interacting with new people who find me on Twitter and Google+.
To paraphrase a Kenny Rogers song… you won’t get very far as a recruiter unless you know when to hold em, know when to fold em, know when to walk away and know when to run. You never count your money when you’re sittin at the table... Recruiters are like gamblers in a way; they have to read people and know what motivates them, when and how to approach them and how to give them what they want so that everyone wins. This is a fine art and a skill that is honed over the years. Every now and then you will come across a natural born recruiter but most have been seasoned, tried and proven thru fire. They know what works because they have made mistakes and had great successes and learned from them both.
If you can’t tell a story about the company you are representing or why this particular job is so wonderful for that particular person at that particular time in their career, you probably won’t see stellar results. On the flip side, you have to tell the candidate’s story to the hiring manager so that they will understand how that particular candidate will successfully meet their needs for their team at that moment. Great recruiters use their storytelling skills to paint a picture of the role they are recruiting for, the company culture, innovation in the industry, career path, success stories from former people in that role, what it would be like to work with that team, current projects and cool new projects on the horizon that they can be a part of from day one… you get the picture. Some people think that if you offer a candidate enough money they will take your job. They couldn’t be more wrong. People change jobs for many different reasons but in my experience only about 20% or less focus solely on salary… it is usually the type of work they will be doing, who they are working with and if they will be challenged and afforded new growth and learning opportunities. My hiring managers are interested in why candidates do what they do… what motivates them and gets them out of bed every day. A passion for what they do and the fire to make things happen and make a difference… that’s what our hiring managers look for in potential candidates, we have even started hiring to our values in some roles over technical expertise, especially in customer care roles. You can teach technology but you can’t teach desire, drive and a heart for the customer.