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Future of Work Trends, Part 3: Social Media, Decisions & Jobs

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Human Beings are social animals and we love to socialise, that was never a surprise! Social networking is making use of Internet-based social media platforms to connect with friends, family and other people. Social Networking is done mainly for the sole purpose of socialising or for business. Various social networking sites like Facebook, Twitter, LinkedIn, Instagram, etc. are popular these days among people. It’s become our alternative lives, and as scary it sounds it is as much real too. Apart from socialising, these social networking sites are rapidly growing for various other purposes like commerce, knowledge sharing, marketing, relationship building, employment, etc.

Social Networking is playing an important role nowadays in the recruitment process. Both employers and employees are making use of the social networking sites to achieve their job goals.

Apart from job search engines & company career portals, social networking sites are helping employers find the right candidate for the positions. Professional networking sites like LinkedIn help in establishing connections between the employer and employee where they get to know each other.

Depending upon the job requirement, a selected group of people are filtered through the interview process and although mainly for perm jobs this has been one of the most successful platforms, until recently. Other social networking sites like Facebook & Twitter help in evaluating the social lives of candidates. The social life reflects candidate’s extracurricular activities which is increasingly becoming an important deciding factor in the selection process. Now although I do not support this mechanism of shortlisting or decision making there are organisations that heavily advocate and implement this.

Social networking helps employees in building connections with people in their online & real-life circle. This helps them in finding a job at a company they want to work with. People now built their resumes including all the keywords which best describe their skill sets, which in turn helps employers to find them on the job portals or networking sites like LinkedIn. This way it has become easier for both employers to search candidates and job-seeker to find the right job.

Social media hiring is also greatly increasing in temporary and contract or project based workforce as it mainly works on referral and recommendations, which is another great aspect and so in order to reflect the change in attitudes even these forms of job providers and holders need to improvise on how they can create their brand fan following on relevant platforms, like ours to start moving towards a more real-time candidate and data flow, getting rid of the old systems and processes that are both manual and complex for no real reason.

But like we know, with good comes the bad too. Social networking at times can be disadvantageous too for a company as due to networking, hiring committee does favouritism towards people they know, or like based on their personal biases. This kills the overall objective of the company to be culturally more diverse & of giving equal opportunities for all irrespective of background, culture, religion, age or gender. Hence many companies are coming up with new laws to counter favouritism, gender biases and racism but these are so qualitative that it needs serious thinking and implementing.

Social Media Influence

One quick advice to all organisations is that regardless of how much social media influence you may think you have or not, ensure you have a policy in place that protects your business but also allows an individual to have an opinion on a certain culture and/or process etc. It is fair to promote freedom of speech internally and externally, without really naming and shaming brand as it can be a great part of feedback learning and loop.

Finally, with every employee recruited, it’s important to train them as per the company policies and business demands. This involves a lot of on-job training and assessments at regular intervals in order to achieve company’s organisational objective, perm as well as interim colleagues. As per the recent trend, employee training & assessment is increasingly becoming online, facilitating affectivity saving time & efforts. In the next part, we will try to elaborate more about the increasing trend of online employee training & workshops.

To read more on similar topics explore our blogs; to speak with us about employer’s hubs and how we can help transform your contractor talent management by bringing efficiencies through our simple cloud platform, get in touch.


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How to Build a Strong Employer Brand Image

Employer Brand

There are many benefits to having a strong employer brand. It can decrease the cost per hire by 43%, and even decrease the likelihood that new hires will leave their new company within the first six months by 40%.

75% of job seekers say that an employer’s brand is a deciding factor when applying for a job. That’s 3 out of 4 qualified candidates that you could be missing out on because of a poor employer brand.

You could even be affecting your stock prices by up to 36%.

We looked at the impact of a negative employer brand in a recent post, but if you’re just starting out – or are changing direction – how do you build a strong employer brand?

Create a positive candidate experience

Creating a positive experience for candidates, whether they’re successful or not, improves your brand image and makes people more likely to reapply for future roles.

Creating a negative experience for candidates makes your company seem less welcoming to work for and could put off prospective candidates.

The easier and more open you make the application process, the happier candidates are likely to be. They may even advocate for you even if they’re unsuccessful!

If you create a negative experience, you may lose customers, as Virgin Media did in 2014. Thanks to a poor hiring process, they lost 7,500 customers.

More and more candidates and employees are leaving reviews on sites such as Glassdoor. Like it or not, these reviews have a significant impact on your employer brand.

As many as 52% of job applicants research a company on Glassdoor before applying for a role. If they don’t like what they see, that’s 52% of potential candidates you could miss out on.

Positive Candidate Experience

Give your employees more reasons to stay

Richard Branson once said, “Train people well enough so they can leave, treat them well enough so they don’t want to.” He went on to say: “If you look after your staff, they’ll look after your customers.”

When employees feel welcome and appreciated, they’re more productive and more likely to stick around.

One of the best ways to foster employee loyalty is to keep employees engaged. Allowing them control over their schedules, automating dull tasks and offering staff training are just some of the ways this can be done.

Offering employees perks such as flexitime, being able to work from home, or even discounted gym memberships all help to make employees feel valued. They will, in turn, be more likely to promote the company’s culture to their social circles.

This organic promotion of the company can yield great dividends. Discovering how well a company looks after their employees may make friends and family members more likely to consume their products but also more interested in working there.

According to StackOverflow 2017 Developer Survey, 27.8% of employed software developers found their current position through a friend, family member or former colleague. Given how expensive and time-consuming it can be to find developers this is a key growth factor.

Dog Loyalty

Be engaged and engaging on social media

Social media is a ubiquitous part of twenty first century life whether we like it or not.

I don’t know about you, but the first time I hear about a company, I search for them on Facebook and Twitter, before even visiting their website. And that’s just to find information about their services not because I want to work there.

According to CareerArc, job applicants use the same tools when researching a prospective employer – 62% of candidates research a company on social media ‘to evaluate an employer’s brand‘.

Not having a social media presence takes away an opportunity to display your business’ culture and identity. For example, you could use your company Twitter account to share your teams’ accomplishments and deal with customer queries.

Being active on social media helps promote a positive company image to both consumers and potential hires. Be friendly, inclusive and helpful – somewhere a twenty-first century candidate will want to work at.

Social Media Employer Brand

Building up your employer brand with Calendar Sync

Creating an engaged and informed candidate experience benefits your company in both the long and short term. It helps to attract and keep the best talent, as well as improving the likelihood that unsuccessful candidates will reapply in the future.

When employees are engaged, they feel valued and are more likely to speak positively about your brand. Whether positive comments are shared online or offline, they help to improve your employer brand and in turn attract the best talent that will help your company grow.


Source: How to build a strong employer brand | The Cronofy Blog

4 Tips on Using Social Media for Recruiting

4 Tips on Using Social Media for Recruiting

Social Network

Trying to find the right new individuals to add to your team can be challenging and time-consuming, but it is nonetheless critical for the success of your company. After all, skilled, experienced and motivated individuals can be a truly beneficial addition to your company and can help you to reach new heights in growth and profits, customer satisfaction and more.

One idea to improve your efforts in this area is to consider using social media sites to bolster your recruiting efforts. In some cases, you may be able to connect with great candidates through these outlets who you would never have been able to reach otherwise. Your efforts can also be used to make candidates more interested in and excited about a job opening you have or about the possibility for working for your company.

Many successful companies of all sizes are already using social media to recruit candidates, but some are not enjoying the level of success they could be through their efforts. If you’re not sure how to do it, the following tips can help you to maximize the benefits of social media sources for recruiting activities.

Create a Social Media Recruiting Strategy

Some companies use social media for recruiting efforts haphazardly, but the best results are generated when you make strategic use of these platforms. Your social media recruiting strategy should fit in with your company’s general recruiting system and it should be well-suited for the types of positions you are hiring for.

Ideally, social media outlets will be used in conjunction with your current recruiting efforts rather than in place of them. Remember that each social media platform is unique, and this means that they offer different benefits to your company.

For example, through LinkedIn, you may be able to connect with professionals in your field. Through Facebook, however, you may be able to reach out to a much broader audience. In different situations, both of these options can be uniquely beneficial. For example, the use of LinkedIn may make better sense when advertising a managerial or executive position, but Facebook and other options may be better used when you are actively recruiting for administrative-level job openings.

Use Recruiting Hashtags

The use of hashtags is more than just trendy. Hashtag serve the important purpose of making your content more easily viewed through relevant searches. By using hashtags with your recruiting efforts through social media, you can make your content more easily located by those who may be searching for a job on social networks.

To make full use of hashtags, they should be relevant to the company, the position or something else. Think about hashtags that others may be using when looking for an opening that is similar to use. For example, some may use a generic search for #jobopenings, and others may use something more specific, such as #researchassistant.

With the right hashtags attached to your online recruitment posts and tweets, you can potentially reach a much larger audience that extends beyond those who actively follow your social media accounts.

Promote Your Company Culture

Part of a successful recruitment strategy involves selling your company and the position to a potential candidate. This means that you need to use social media effectively to showcase how amazing your corporate culture is rather than to simply post a link to the job description.

Social media recruiting efforts that simply announce an opening are often less effective than they could be because even when potential candidates see the listing, they may not be enticed to act on it without motivation to do so.

Remember that social media is not only text-based, and you can use images and video to promote your company culture online. Instead of just stating that your company is a great place to work, use photos or even videos of regular events at your office. For example, you can show your employees working as a team tackling a project, being dressed up for Halloween in the office or participating in a monthly pot luck lunch.

Involve Your Employees

Another important step to take if you want to maximize your social media recruiting efforts is to involve your employees in the effort. Ideally, all of your employees will share content about your company to their own contacts on social media, and they may even make use of branded hashtags as well.

This effort can help you to expand your reach to a much larger audience than you otherwise would have been able to reach. Asking your employees to retweet or share a post is great, but you can also ask them to promote the company culture. For example, they can be an advocate for you by talking about their work experiences.

However, you should have established rules in the office regarding the use of social media. Furthermore, you should attempt to control the message that your employees are sending out about your office by offering structured comments and guidelines to them.

Final Thoughts

The first hurdle to jump over in your recruitment efforts is to find a great pool of qualified and interested candidates to interview. Social media is a great option for extending your reach and to let a greater number of qualified candidates know about your job opening. When you are using social media networks for recruiting purposes, follow these helpful tips to more strategically and comprehensively make use of these platforms.

About the Author:

Lisa Michaels

Lisa Michaels is a freelance writer, editor and a striving content marketing consultant from Portland. Being self-employed, she does her best to stay on top of the current trends in the business world. Feel free to connect with her on Twitter.


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White Chalkboard Writing | Social Media

6 Social Media Behaviors to Avoid in 2017

As of January 2017, Social Media has garnered over 2.8 billion active users worldwide, making it one of the largest congregations of the world’s population. This has made social media become a premier platform for businesses and marketers to extensively conduct their marketing plans. In fact, ignoring the impact that social media has on today’s marketing trends and strategies is a surefire way to see your business lose a good chunk of the audience that it could’ve had.

As an avenue that promotes the freedom of expression, it can be quite easy for brands to be the voice of the population given that they have the courage to project a relatable personality – like how Wendy’s has been known for in recent months – but it’s also just as easy to turn away audiences and make them skip to the next competitor. A big factor that should be taken into consideration for an account’s obscurity lies in the mistakes that they may have committed with their online presence.

Social Sprout’s survey of more than a thousand Facebook, Instagram and Twitter users found that there are six major social media mistakes that anyone – businesses especially – that can be prone to committing at any given point when you become complacent or careless with social media. They can result to you losing followers quickly.

Of course, this does not mean that committing any one of them is a signed deal into the land of obscurity for your business’ social media, but it’s still important to realize that they may, given the right amount of persuasion over repeated mistakes, decrease in time due to these mistakes.

Here are the key takeaways from this infographic by CJG Digital Marketing on the six mistakes to avoid for social media this year:

  1. Having too many promotional messages
  2. Posting irrelevant information
  3. Tweeting too much
  4. Using slang/jargon awkwardly
  5. Being too quiet
  6. Not replying to messages

Learn more by checking out this infographic by CJG Digital Marketing:

6 Social Media Behaviors to Avoid in 2017 | Infographics from CJG Digital Marketing


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15 Points to Consider When Designing for WordPress Themes

Written by Cuneyt Erkol, Artbees.

15 Points to Consider When Designing for WordPress

As a senior template designer at Artbees Themes and also just from the years of freelancing and dabbling with different methods of design, I’ve picked up a checklist, if you will, of points I sure wish I knew beforehand. Now having learned the ins and outs of designing for WordPress, I’ve been able to combine my knowledge of design principles with the unique aspects of our themes.

So in this post I want to share with you ways you can design templates without having to do a lot of extra coding. My goal is to give you some pointers before starting your project to save you time having to tweak and redesign your project. Hopefully this post can help also those who are not using Artbees Themes as most of these points apply to all major WordPress themes.

So let’s get started. Starting from a bird’s eye view of WordPress Themes, I’d say that there are three main ways people prefer to use a WordPress Theme:

  1. WordPress as a readymade solution: in this case the user needs a quick result and will simply import and edit one of its numerous templates based on their immediate needs and taste.
  2. Customizing WordPress templates: for those of us who want to go deeper into customisation, one can make structural changes to the layout and elements used, modify other visual factors or add extra functionality by using plugins or custom-coding.
  3. WordPress from scratch: for people who are up for the challenge to design their template from nothing and then convert it to a WordPress theme.

Now at this point in my career, I’ve definitely had more than a few bad experiences when I’ve put a lot of time and effort into a project only to find out that some or most parts of my design are not convertible to the chosen WordPress theme. This ends up usually being because it doesn’t comply with the theme’s features and functionalities. Then I’d have to spend another chunk of time trying to figure out which changes needed to be made in order to convert those parts via a WordPress theme; sometimes this was a quick fix, but more often than not it took a lot of time and energy. As a last resort there were dire situations where I ended up having to completely redesign to add the functionalities my design required (those were not pleasant days).

I know this also happens far too often in agencies that design templates in house. In some cases they may outsource the conversion part to a custom WP service such as Artbees Care though then what can happen is that their partner company can ask them to tweak or redesign the template leading to more hours redoing the work you did in the first place. The point is, we all don’t want to waste hours redoing work or paying an extra fee to change the theme codebase that, in reality, you could design with your target theme specifications and capabilities in mind. You want to be able to design a page with the layout, elements and functionality that fully complements your chosen theme.

Alright, so to make the most out of your time and manpower, here are 15 tips to consider before starting your project with Jupiter or The Ken:

15 Rules for Designing for WordPress

1) Review the themes’ shortcode base before starting the design process

This may seem obvious but is usually overlooked (particularly for those of us who aren’t direction readers). Every WordPress theme has a library of standard elements that can be used across your website which are regularly called shortcodes. Jupiter and The Ken also have a large collection of shortcodes with specific styles and options to customise. Make sure to review your themes’ shortcode for what features and customisation options they offer.

2) Set an accent color for your website

This is not just aesthetically important and a basic branding practice but can also save you a lot of time in the final phases trying to retouch the final design to make it look more seamless and part of a unique brand.

3) Don’t go with any more than a two font-family—ever

Artbees Themes are compatible with two font families which means in order to use more fonts in your design you’ll need to use TypeKit integration. Some agencies may not pay extra and use TypeKit integration. Keep in mind, though, that using more than two fonts is usually considered a bad branding practice and should be done only when you have a specific reason for it.

4) Use compatible plugins with the theme

If you’re planning to use custom plugins as part of your design to add some additional functionality (e.g. ContactForm7 for your contact forms) make sure that they’re compatible with the themes you’re using first! Incompatible plugins may break your layout or particular shortcodes.

5) Check for the copyright status of the photos you use

I once designed a template for a client with great-looking images I had copied from different resources. The client was really happy with the look of template, but when I started to convert my template to WordPress I noticed that many of the images were protected under copyright which meant I had to change the images. My client ended up not liking the template with the new images and wanted the original template images. I had to redesign the template from scratch!

6) Avoid page-level customisations as much as you can

Expert WordPress designers always know that the best way to customise the look of a theme is to use global theme settings that apply to all pages or a group of pages (like a particular post type). Try to design in a way that will not require a lot of customisation in page options or the conversion process can end up being very tedious.

7) Use pre-loader for complicated layouts

If your template has a complicated layout with a long list of elements on one page, make sure to activate pre-loader for that page or your page may look ugly while browser is downloading and sorting its content. Most of the major WordPress themes offer page preloader functionality.

8) Be aware of image size limits

Every theme may have particular image size limits. The best practice for many WordPress themes including Artbees Themes is 300 kb in size and 2000 px in width.

9) Use Javascript-dependent elements in your design wisely

Many regular shortcodes require Javascript to properly function (e.g. Sliders, Carousels, Hover animations, Google Maps, Flipbox, etc.). Though keep in mind that Javascript can cause a page to load more slowly and you may need code modifications to improve your loading time.

10) Design must be done on Photoshop or Sketch

Adobe Illustrator can be your web template design software of choice but the company that’s converting your outsourced templates can end up hating it! The standard and most popular formats to design web page templates are Adobe Photoshop and Sketch. Using another software to design your pages can increase the amount of time it takes to convert them as not many are using it.

11) Avoid completely different layouts in your page templates

There is no merit with having completely different layouts for every page of your website. The beauty and professionalism comes from unity and intentional use of visual elements in your page. Converting templates with a totally different structures can be very time-consuming and will need a lot of page-level customisation.

12) Beware of your theme’s supported grid system

You should be aware of the breaking points in your layout and design accordingly.

Most of the standard WP themes including Artbees Themes use the standard 12-column grid system (1920px) but it can also be other systems such as the 16, 18 or 24 column.

14) Use Headings based on their importance

This may sound like obvious, but still many designers do the bad practice of using big fonts in the middle of their design. The Headings in your page should follow a descending hierarchical order from the most important to least important. This is the only way your page will be properly indexed by search engine crawlers.

15) Prepare your images for exporting before sending to developer

The images you use in your PSD file will be exported by the developer during the conversion process. Make sure to put your images in properly named and ordered layer-folders (in Photoshop and Sketch) so your developer can easily export them. Beware that the developer will optimise the image for the web and there will be a loss of quality to your overall imagery. If you are using smart objects, make sure the image included in the smart object file is the same size as the one appeared in your design.

Oh and one last little tidbit! Provide logos in retina size or your developer will for sure call you to send one!

Following these tips can save both you and your developers time and resources. Trust me, your partner agency will be so grateful to you for providing WordPress-ready designs for conversion! Let me know in the comments what other things you think your fellow designers should keep in mind when designing for WordPress or a particular Artbees Theme!


Source: 15 Points to Consider When Designing for WordPress Themes

10 Most Popular Articles of 2016 About HR, HR Tech, Recruitment and Beyond

Human Touch in Digital

The HR Tech Weekly® is happy to present you the list of 10 most popular articles in our blog in 2016. The entire rank is made based on the number of views and social shares. The competition was severe but fair. Some of our favorite article got behind. But there were only ten slots available.

We did not include in the list our own listicles and third parties ranks like Top 10 HR Tech Influencers on Twitter and some others despite of they were quite popular among the audience.

Some great articles from the beginning of the year did not compete well with those from the second half. We treat it as a technical error as the blog itself was less popular that time.

Nevertheless, after careful consideration and precise calculation we’ve got the following list of readers choices, and here we go:

  1. Recruiting Secrets LinkedIn Doesn’t Want You To Know, by Ninh Tran

Today, only pockets of the tech industry still enjoy significant growth and hiring volumes, for example, autonomous vehicles, augmented and virtual reality, artificial intelligence, and deep learning. To satisfy hiring teams, talent acquisition professionals must find better and more creative ways to reach premier talent and generate their interest for the right opportunity. Can LinkedIn be an excellent recruiting channel to connect the right people with the right roles?

  1. What you need to know about Agile Performance Management, by Yatin Pawar

Agile performance management is a collaborative, continuous feedback and development practice that is steadily replacing traditional performance management.

Traditional performance management has proven to be insufficient to assess and enhance an employee’s contribution. Its primary focus is setting up a series of processes to measure the employee’s performance over the whole year. These processes end up having an unanticipated effect of managers focusing on employee’s weaknesses.

  1. The Future of Recruiting and Hiring with AI, by Noel Webb

The buzz around artificial intelligence this year is being shrugged off by many as just a new word HR got ahold of, but what would happen if AI was actually embraced by the recruiting and hiring world? What could it do to further practices and solve problems?

  1. HR Tech Is So Dynamic and Still Has Very Much a Work in Progress, Q & A with Bill Kutik

As for being on the other side of the table… being a good interviewer means taking second chair to the person being interviewed. Teasing out and highlighting what they know. Since much of what I do are interviews and panels (except for my columns), I don’t get to do much of the talking. So I love whenever the roles are reversed!

  1. The HR function is in the middle of a process which will change it forever, by Marco Pastore

The New Way of Working (NWoW) is rising and the reasons behind this are in the latest trends in HR: Autonomy, Accountability, Flexibility and ICT.

Most companies are following or are planning to follow this trend, and for good reasons! But before speaking about the benefits, it is better to understand what this trends mean with some examples.

  1. What LinkedIn’s Buyout with Microsoft means for the Talent Acquisition Technology Ecosystem, by Brian Delle Donne

While critics point to Microsoft acquisition failures like Nokia and Yammer, neither one of those companies open up the ability for increased ad revenue, user interaction data or video conferencing abilities.

  1. Building a Culture of Confidence, by Lisa Feigen Dugal

Confidence and competence: Two invaluable characteristics to possess in today’s professional environment. While these traits have different meanings, they are inextricably linked. Consistent research findings show men tend to overestimate their competence while women underestimate it, yet research has also shown that women tend to be more effective, and more competent, leaders.

  1. 5 Reasons Why Big Data Analytics Degrees Are Worth It, by Lauren Willison

Due in large part to the rapid growth of science, technology, engineering and mathematics (STEM) fields, big data analytics is approaching new heights. Students who pursue a degree in big data analytics learn how to effectively analyze large sets of data and identify patterns, connections and other pertinent details revealed by data. Companies are increasingly turning to data analytics to harness customer insights, and ultimately, produce better business decisions. As a result, big data analysts are in high demand and the data analytics field is showing no signs of slowing down.

  1. Great Companies Are Built Around Great People, by Annie Jordan

There is a lot of truth in the saying that great companies are built upon great people. However, the reality is, of course, more complicated than that. The world’s leading companies are a powerful blend of people, vision, capability and culture. These things work together like the mechanics of a rocket, generating and maintaining irresistible momentum.

  1. How You Can Improve Customer Experience With Fast Data Analytics, by Ronald van Loon

In today’s constantly connected world, customers expect more than ever before from the companies they do business with. With the emergence of big data, businesses have been able to better meet and exceed customer expectations thanks to analytics and data science. However, the role of data in your business’ success doesn’t end with big data – now you can take your data mining and analytics to the next level to improve customer service and your business’ overall customer experience faster than you ever thought possible.

Featured articles:

The 30 Most Influential People To Follow In The #hrtech World • Recruitee Blog

50+ Online Sources for HR Managers, Part 1

50+ Online Sources for HR Managers, Part 2

Top 10 Articles of 2015 in HR Tech, Recruitment, Startups and Around

The new exciting year is ahead and we are looking forward to serve you with the best content. We wish you useful and productive reading with us! Stay tuned and we’ll be back…


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50+ Online Sources for HR Managers, Part 2

50+ Online Sources for HR Managers, Part 2

The HR Tech Weekly® had already presented its 50+ Online Sources for HR Managers this year, which could be called as Part 1 now, our primary reading list about Human Resources, HR Technology, Recruitment and beyond.

We told that the list was not exhaustive and can easily be expanded up to 100 or 200 and still would not be complete as there are thousands of sources around the web. Since that we’ve got a number of inquiries to try.

Here is our Part 2 of 50+ Online Sources for HR Managers, and Recruiters so far collected in an alphabetical order:

  1. Adrian Tan Blog: http://adriantan.com.sg

  2. Ask a Manager: http://www.askamanager.org

  3. Beamery Blog: https://blog.beamery.com

  4. Bonusly Blog: http://blog.bonus.ly

  5. BreatheHR: http://worklab.breathehr.com

  6. Ceridian HCM Blog: http://www.ceridian.ca/blog

  7. Cezanne HR: https://cezannehr.com

  8. China Gorman: https://chinagorman.com

  9. Corn on the Job: http://www.cornonthejob.com

  10. EmployeeConnect: https://www.employeeconnect.com/blog

  11. Everyday People: http://sbrownehr.com

  12. Evil HR Lady: http://www.evilhrlady.org

  13. HireVue’s Build Blog: https://www.hirevue.com/blog/build-blog

  14. HRE Daily: http://blog.hreonline.com

  15. HR Ringleader: http://hrringleader.com

  16. HR Tech Advisor: https://hrtechadvisor.com

  17. HR Tech Blog: http://www.hrtechblog.com

  18. HRTech Conscience: https://hrtechcon.com

  19. HR Times: https://hrtimesblog.com

  20. HR 360: http://blog.hr360.com

  21. Indeed Blog: http://blog.indeed.com

  22. In Full Bloom: http://infullbloom.us

  23. Inside My Head… : https://garethjones.me

  24. Insperity HR Blog: https://www.insperity.com/blog

  25. Jason Averbook: http://www.jasonaverbook.com

  26. Laurie Ruettimann: http://laurieruettimann.com

  27. NGA Human Resources: https://ngahrblog.co.uk

  28. People Simplified: https://blog.piqube.com

  29. People Stuff: https://hrgemblog.com

  30. Recruiting Daily: http://recruitingdaily.com

  31. Recruiting Headlines: http://recruitingheadlines.com

  32. Recruitment Juice: http://recruitmentjuice.com

  33. Robin Schooling: http://robinschooling.com

  34. Save HR: http://savehr.com

  35. Smart Recruiters: https://www.smartrecruiters.com/blog

  36. Snark Attack: https://mattcharney.com

  37. The Business of Talent: http://blog.bersin.com

  38. The HR Capitalist: http://www.hrcapitalist.com

  39. The HR Gazette: http://hr-gazette.com

  40. The Qustn Cafe: http://blog.capabiliti.co

  41. Top HR Blog: http://humanresourcesblog.in

  42. T Recs: https://mervyndinnen.wordpress.com

  43. Undercover Recruiter: http://theundercoverrecruiter.com

  44. UpRaise Blog: http://upraise.io/blog

  45. WISP HR Blog: https://wispapp.com/blog

  46. Women of HR: http://womenofhr.com

  47. Woobe: http://www.woobe.hr/blog

  48. Workforce Intelligence: http://www.visier.com/workforce-intelligence-blog

  49. XpertHR Blog: http://www.xperthr.com/blog

  50. Your HR Buddy !! : http://nisharaghavan.com

Featured link: The HR Tech Weekly Digest, Last Release of 2016

So, Part 1 and Part 2 give us 100+ brilliant sources which is the good start for reading. Ugh, we told about possible 200… Really? Part 3 is coming next year.

Stay tuned!


If you want to share this article the reference to Alexey Mitkin and The HR Tech Weekly® is obligatory.

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HR Tech News is your single entry point to the global HR blogosphere! The grid of the best HR blogs and websites with their recent posts collected in random order.

How to Avoid the Traps of Hyperconnetivity

Our society demands connectivity. Through constant Facebook and Twitter updating, texting and the like the millennial generation has become all too adept at “staying in touch“. Technology has allowed us to maintain relationships. Now, not only are we able to keep in touch with old friends, but we can also work alongside people with whom we may never have the opportunity to shake hands. Within living memory, computers have moved from the environments of enterprises to devices in our pockets. Social media have trumped traditional media. Most recently, the cloud has appeared making massive amounts of data and applications available anywhere there is a connection to the internet.  The result of all of this is that today we are faced with the phenomenon of hyperconnectivity. The term refers not only to the myriad means of communication and interaction, but also to its impact on both personal and organizational behavior.

The effect of hyperconnectivity is that the limitations of time and space have largely been overcome. Experience is virtualized. You no longer need to be in the same room, or even the same country, as your colleague to accomplish what used to require face-to-face contact. Hyperconnectivity creates new business model opportunities and new ways of working: Web 2.0 social tools and the hyperconnected workforce are eroding many old work paradigms, from work locations to work hours. Workforces are becoming more virtual, and the 21st-century workforce will need to utilize various technologies to stay connected to one or several business networks. In addition, the workforce will need to utilise collaboration tools and techniques to increase productivity and engagement. In this manner, benefits such as enhanced productivity and improved decision making can be realized.

Hyperconnectivity will also impact the organization of the labor force. Major structural changes will include shifting patterns and proportions of workers who are part-time, share jobs, and telecommuting from any location. Plus, since these technologies and the related hyperconnected tools are here to stay, HR departments must learn how to deploy them effectively to their organization’s’ advantage. Policymakers and business leaders must surmount significant challenges if they are to ensure that the workforce is ready to be able to manage the increased pressure and stress levels of working in an ever-connected environment.

The best way to deal with hyperconnectivity is with its exact opposite, something that in last years is going missing: real human contact. In a corporate environment this means fostering internal networking opportunities for those employees that, otherwise, would never meet. To do so, large organisations have always relied on team building activities and enterprise social networks. These solutions, while being very effective for other purposes (corporate culture and document sharing), are not very useful to boost the creation of new links between colleagues.

Woobe provides an innovative solution: campaigns of micro-events. Rather than organising a big event with 1000 people you will be able to organise 200 micro-events with 5 attendees each. Woobe’s algorithm randomly selects the attendees with a matchmaking system between the profiles set by the HR manager (department, seniority, etc) and the employees’ corporate agenda availability (Outlook or Gmail).

The attendees are going to meet new colleagues in a friendly and informal environment, such as a lunch or a footing after work, where real human contact is genuine and new links will be created. In this way, employees are going to be engaged in their worklife and they will avoid the traps of hyperconnectivity: stress, anxiety, burnout and depression.

Source: How to avoid the traps of hyperconnetivity – Woobe

Red cubes 2016 in The HR Tech Weekly®

The HR Tech Weekly : 1st Year of Operations in Infographics

keep-calm-its-our-one-year-anniversary

The HR Tech Weekly® started its operations on October 19, 2015 and became popular among the global audience promptly. The entire network includes 25 media channels and has immediate access to 60K followers across 120 countries. 60M people had reached our content during the 1st year of operations.

Here is our year at a glance in short infographics:

The HR Tech Weekly® : 1st Year of Operations [INFOGRAPHIC]
For more details please refer to the Intermediate Results 2016 and Annual Report 2015
It’s our birthday guys, and this day we don’t want to bother you with more data and reflections. First year has gone, and we are looking forward not back!

Thank you very much to all and everyone who has passed this way together with us. See you second year! …and we will try to be useful, interesting and not boring.

Sincerely Yours,

Alexey Mitkin, Editor-in-Chief

6 Social Media Benefits You’ll Get With a Millennial Team

Creative businessman giving presentation to colleagues in office

As marketers, we’re so often looking at the title “Millennial” as a golden egg – shining potential resting in our very hands that we’re unsure how to crack.

“Millennial” – it’s a word almost mystified, a world inside the word that encapsulates millions of people from around the globe.

A passionate, outspoken group with vast avenues for potential and growth.

Millennials.

Lazy, uninspired, and entitled.

No matter what comes to mind when you think of the Millennial generation, marketing teams have twisted themselves into knots trying to pitch brands and products to them. In fact, if you Google anything related to Millennials and marketing, you’ll quickly understand what I mean.

Between the copy-wars squabbling over Facebook and Snapchat, or whether Instagram is the true underdog to truly reach a Millennial crowd – wait, scratch that, Vine – you’re likely to leave more confused than before you began your search.

But the double-edged sword mentality regarding Millennials is part of the problem, too. On one hand, Millennials make up a HUGE population of people (a whopping 75.4 million according to Pew Research) whom marketers are chomping at the bit to gain credit with. On the other is the stereotype that Millennials are a lazy group without motivation or goals – that hiring them brings risks to your organization that you may not be willing to deal with.

So, essentially, we’d like to sell to Millennials while reducing  their abilities – making it harder for them to find employment and make money to spend on the products that marketers have exhausted time and money in reaching them.

That’s confusing.

No. Millennials aren’t lazy. They’re a fountain of wealth to your organization – and below we’ll share some social media benefits you’ll gain with a Millennial team.

Social Media and Millennials

It’s no secret: Millennials are big into social media. A 2015 Pew Research survey found that a solid 90 percent of young adults (18-29) are the most likely to use social media. But who’s surprised by that figure?

More than that, most Millennials were born into a world already embracing and adapting to rapidly evolving technologies – including social media.

Unlike adults who quickly on-boarded when social media proved a fruitful venture, Millennials grew up with it, experienced pivotal events through it, and formed long-lasting relationships because of it.

To put it bluntly: Millennials have a deeper connection to the internet and social media than any generation preceding them. As members – and consumers – of the Millennial generation, they know what their peers want to see, when they’ll be active, and how to engage with them in a meaningful way.

More Accurately Targeted Social Posts

Millennials know who likes what, to what extent, and where to find them instantly. You’ve probably figured this out by now, too. The difference is the way they can reach out to them.

Millennials are talked about constantly. They’ve been forced into a lot of corners already, having to defend their generation against a litany of accusations. Because of this, Millennials have had to do tons of research to keep up with grievances, research on different segments of the population, more deeply understanding people – sometimes surfacing with things you might not have considered.

Brainstorming with a younger team can lead to revelations about your targeted efforts – interests and groups that you never thought to be a meeting ground for your target audience.

Better Engagement

Speaking to people whom you don’t share many interests with can be difficult, however Millennials have to time and again to reach a level of acceptance with older generations. They know the language to use, the tools to fuel their message, and the places where it will be seen.

This intrinsic understanding of people within, and outside, their generation can give your social media presence the boost it needs to get you more followers, readers, and buyers.

Platform Adaptability

It seems like every day there’s some new social platform touting the death of Facebook. It’ll never happen. Millennials, however, are far more open to experiment with new ideas and social media platforms as they roll out. As their friends try out the latest video streaming app, they’re all-but-guaranteed to give it a spin, too.

Not afraid to dive straight into the deep-end, Millennials are quick to grasp how a platform works. They’ll probably have a good understanding of how to reach audiences quicker. And, even if your team isn’t the most creative, you’ll have a presence on a new platform before competition notices.

Masters of Microcontent

So we know Millennials spend a lot of time on social media, but how are they accessing it? According to findings in the 2016 U.S. Cross-Platform Future in Focus, just about 80 percent of social media is accessed from a smartphone.

What’s that mean?

Since Millennials are always on the move, this means they’re thinking, typing, snapping a photo, or recording a video on their toes. In a word, they’re quick to think of ways to share information in an easily digestible format.

Since many Millennials post consistently, they’re typically in the mindset to develop micro-copy to cause a specific reaction or outcome. They’re already seasoned professionals at it – no tweet editing necessary before sending them aflutter. Your organization will save a lot of time and money leaving microcontent in the hands of your Millennial team.

Keeping Relevant

Born into a world of instant access to information, news, and pop culture, Millennials have the ability to see an event and create a post that harkens to the event or emotions tied to it. They know what will trend before Facebook does, and they know how to get people excited about it.

Having a Millennial staff of social media gurus gives you an edge in creating viral posts about topics nowhere near your radar, but whose mention can yield incredible results.

Social Freedom = Better Results

Attached to relevancy is the freedom (within reason) to let your social media team craft a tone and engage with followers unfettered. Not to mention the points you’ll score for having a more flexible working arrangement.

PwC study results confirm that Millennials value greater flexibility, appreciation, and team collaboration. If you show trust – and they prove to be trustworthy – you’ll have yourself a stellar team ready to elevate your social media presence to the next level.

As Millennials grow, there’s no time to write them off and shut them out. As a generation, they are the gatekeepers of the Internet. They understand it in a way older generations simply cannot. And, with the right motivation and leadership with them, they’ll prove beneficial to your organization and campaigns.

About the Author

todd-giannattasioTodd Giannattasio

CEO & Founder at Tresnic Media

Helping businesses build their brand and acquire customers with strategic content production and promotion.

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