Is your career showing signs of weakness? Are you worried about the security of your current job? Or, your ability to compete for a more interesting and rewarding one?
If either is the case, you need The Career Fitness Workbook. It has a number of special features:
The Career Fitness Workbook is available at Amazon.com.
Or, if you’d like your copy autographed by the author, order it at Weddles.com.
So, stop letting the economy kick sand in your face. Get The Career Fitness Workbook today and give your career the vitality it needs to achieve real and lasting success for you!
Post-Social Recruiting Part II
As I explained in my last column, post-social recruiting involves using social technology to create true career communities without the expensive overhead of traditional corporate career support. Unlike candidate databases and networks, these virtual “careersteads” nurture allegiance among talented workers and that bond, in turn, transforms them into genuine and long-term employment prospects.
A careerstead advances an organization’s recruiting by providing two important benefits:
So, how do you create a careerstead? Not with questions and answers on your organization’s Facebook page. And, not with job postings in a LinkedIn group or on a Twitter feed. No, the only way to establish a true careerstead – one that scales the power of social technology to address all or most of your organization’s talent requirements – is by breaking all the rules you’ve learned to date about social recruiting.
Unlike the fleeting and thoroughly functional relationships of conventional social recruiting, a careerstead establishes, maintains and nurtures long-term relationships with talented people, whether they are applicants or not. These enduring interactions are designed to promote each person’s success by providing them with the information and assistance they need for effective career self-management. That support, in turn, builds a psychological connection or individual allegiance to the organization with the resulting sourcing and recruiting benefits.
Erecting a Careerstead
A careerstead may have a presence in your organization’s online career area or on its social media page or group. Its physical manifestation, however, does not create the allegiance that gives a careerstead its power. Only social messaging – a consistent engagement using the right content delivered in the right way – can do that.
There are only two kinds of content capable of building allegiance among top talent. One addresses a person’s specific career field while the other focuses on more general but still useful career information and guidance. While the former has the advantage of being clearly relevant, at least to those in a given field, it requires the erection of a separate careerstead for each occupation recruited by an organization. The latter, in contrast, is of interest and applicable to all regardless of their career field and thus can be implemented with a single careerstead and a smaller staff and budget commitment.
Given today’s tight resource constraints, the single careerstead with general career content is likely to be the preferred approach. It is also one that working men and women definitely need. Through no fault of their own, they lack any awareness of the body of knowledge and set of skills involved in managing their own career. For the past 75 years or more, American colleges and universities have been teaching their students a great deal about specific fields of study, but absolutely nothing about how to make a career in those fields. And, the best way to remediate that situation is with an ongoing education in the principles and practices of effective career self-management.
Where can you obtain such a curriculum? A Google search of the term “career self-management” yields over 119,000,000 results, so the challenge isn’t finding content, but determining which content is best. Your safest bet is to use content developed by professional career counselors and coaches or that found in published workbooks and guides.
Content alone, however, is insufficient to engage the participants in your careerstead. That content must also be delivered without the pedantic tone of many online learning experiences. So, conclude each communication with a question and an invitation. The question should be designed to encourage your careersteaders to discuss the real world implications of what they are learning, while the invitation should encourage them to have that discussion in a blog, online discussion forum or listserv located on your careerstead. This discussion should be a carefully moderated interaction that reinforces your organization’s role as the source of career expertise and support for participants.
While there are any number of other features a careerstead might offer to individuals, it should, of course, also provide easy access to the organization’s available career opportunities. This listing should not intrude on the social aspect of the community, but instead be positioned as a natural extension of the organization’s efforts to promote the success of its members.
A careerstead recognizes the inherent uncertainty of today’s workplace and leverages it into a powerful recruiting strategy. Yes, it requires an adjustment to traditional staffing assignments within the recruiting team, but the return on that change – both in the short as well as the long term – is potentially significant. Indeed, because it generates a psychological as well as an electronic connection – a unique form of individual allegiance – a carerstead provides both privileged access to top talent and a formidable barrier to the competition for it.
Thanks for reading,
Visit me at Weddles.com
Outside-the-Box Training Sessions
WEDDLE’s is pleased to offer a number of uniquely insightful and practical training programs for corporate and staffing firm recruiting teams. The courses can be tailored to your specific industry or career field focus and delivered onsite at your facility or via Webinar.
The programs include:
For more information about each program and its cost, please contact Peter Weddle at 203-964-1888 or email@example.com.
Sourcing Career Success
As recruiters and HR professionals, we spend 33 percent of our day (or more) on-the-job and 100 percent of our job helping others to achieve career success.
Don’t our own careers deserve equal attention? Absolutely! And the one best way to do that is by sourcing career success with WEDDLE’s books. They include:
A Multitude of Hope: A Novel About Rediscovering the American Dream. This modern-day epic traces the journeys of three out-of-work professionals searching for answers in today’s seemingly nonsensical job market. Along the way, they discover the secret to “career security” and the pathway to real and lasting success.
The Career Fitness Workbook. This self-paced instructional guide introduces a complete regimen of activities that will help you successfully compete for and hang onto the job of your dreams. Think of it as “the habits of highly effective career activists.”
Recognizing Richard Rabbit. This fable for adults will entertain and delight you and help you out of the boxes that keep you from becoming the champion inside you. It is a novel and engaging way to recognize the talented person you are meant to be.
The Career Activist Republic. This blockbuster of a book provides a provocative yet positive assessment of the changing world of work in the American economy and describes an innovative strategy that will enable you to avoid the pitfalls and capture the opportunities in this new environment.
The Success Matrix: Wisdom from the Web on How to Get Hired and Not Be Fired. This anthology collects the best of Peter Weddle’s columns on job search and career success. It is the only book you’ll find that provides a candid and totally up-to-date look at how to get and stay ahead in today’s workplace.
In addition, read Peter Weddle’s WorkStrong blog for Career Activists. It’s a quick and easy way to stay on top of all of changes underway in today’s workplace and, best of all, it’s delivered right to your e-mailbox. Just click here to register.
Be At Your Best With the Best Tools
The best recruiters use the best resources to get the job done. And, when it comes to reaching top talent online, their choice is clear. It’s WEDDLE’s Guides for Recruiting Success. Get yours today!
WEDDLE’s 2011/12 Guide to Employment Sites on the Internet. This is the 10th edition of the Guide the American Staffing Association called the “Zagat” of job boards and social media sites.
WEDDLE’s Guide to Association Web Sites. This book details the recruiting resources and capabilities that are available at the Web-sites of over 3,000 professional and technical associations.
Finding Needles in a Haystack. This one-of-a-kind guide lists over 25,000 keywords and keyword phrases, across 5,400 job and position titles in 28 industries and professions.