Socialnomics is transforming the way people do business from interviews, to resumes, to being in the know about insider information in companies. Socialnomics requires that companies, as well as individuals live a more transparent life, "the world has shifted, and whether we like it or not, we are always representing who we are, whether we are on the clock or not" (230).
While the face-to-face interview is not dead, it is in its decline. According to Erik Qualman, "more and more interviews will be conducted on video because the cost to entry is much lower...the ability to use video Skype over smartphones has changed things as well" (215). The benefits to the company are to save time and money. The benefits to the interviewee are similar though the interviewee also gains more prep time (if the interview is done over social network devices), there is a written record, and misquoting does not happen so much.
One of the reasons for this shift is, as Qualman calls them, the emergence of Generation Y, the Internet Generation or Millennials. This is the under 30 crowd that is rather different from their parents. This is not necessarily a bad thing. The work and life balance is more important to this generation. They require positions that fit their lifestyle (e.g. work from home or at odd hours) (233). There is a rise in the demand for companies to contribute to society and be a part of the social community. With this in mind, the typical "hire, train, manage, and retain" playbook needs revision (233). The focus moves from traditional management and micromanagement to fostering an environment for success (234).
There are many recruiting resources now that eliminate the middle man, Craigslist, LinkedIn, and Plaxo are taking over the recruitment role because they provide more direct and insightful connections between employer/employee relationships. These networks can supply photos, videos, links to work and articles a person may be in (226). The world is a bigger place now and more is required of people to succeed. There is less of a divide between an individuals public and private life. Digging up dirt has become much easier.
Fortunately, individuals are now able to do this with companies more easily as well. It is nice to be able to check on your future boss, and what is being said about the company. This profiling helps match the right people to the right places. Glassdoor.com provides an inside look into companies giving ratings and reviews as well as salaries. Like with Zillow, this should not be taken as Bible truth, but it does give some leverage and knowledge when talking with employers.
There is much to be kept up with to stay relevant and competitive in this economy. Social media provides the tools to do this.
While the face-to-face interview is not dead, it is in its decline. According to Erik Qualman, "more and more interviews will be conducted on video because the cost to entry is much lower...the ability to use video Skype over smartphones has changed things as well" (215). The benefits to the company are to save time and money. The benefits to the interviewee are similar though the interviewee also gains more prep time (if the interview is done over social network devices), there is a written record, and misquoting does not happen so much.
One of the reasons for this shift is, as Qualman calls them, the emergence of Generation Y, the Internet Generation or Millennials. This is the under 30 crowd that is rather different from their parents. This is not necessarily a bad thing. The work and life balance is more important to this generation. They require positions that fit their lifestyle (e.g. work from home or at odd hours) (233). There is a rise in the demand for companies to contribute to society and be a part of the social community. With this in mind, the typical "hire, train, manage, and retain" playbook needs revision (233). The focus moves from traditional management and micromanagement to fostering an environment for success (234).
There are many recruiting resources now that eliminate the middle man, Craigslist, LinkedIn, and Plaxo are taking over the recruitment role because they provide more direct and insightful connections between employer/employee relationships. These networks can supply photos, videos, links to work and articles a person may be in (226). The world is a bigger place now and more is required of people to succeed. There is less of a divide between an individuals public and private life. Digging up dirt has become much easier.
Fortunately, individuals are now able to do this with companies more easily as well. It is nice to be able to check on your future boss, and what is being said about the company. This profiling helps match the right people to the right places. Glassdoor.com provides an inside look into companies giving ratings and reviews as well as salaries. Like with Zillow, this should not be taken as Bible truth, but it does give some leverage and knowledge when talking with employers.
There is much to be kept up with to stay relevant and competitive in this economy. Social media provides the tools to do this.
No comments:
Post a Comment