Comments for Notogroup Blog http://notogroup.com/blog Market Trends, Executive Hiring, and Talent Management Topics Tue, 20 Jul 2010 22:02:59 -0700 http://wordpress.org/?v=2.8.1 hourly 1 Comment on What Are Employees Saying About Your Company? by Casey Hamar http://notogroup.com/blog/employment-branding-what-are-employees-saying-about-your-company/comment-page-1/#comment-46 Casey Hamar Tue, 20 Jul 2010 22:02:59 +0000 http://notogroup.com/blog/?p=212#comment-46 Very interesting post. I have found my executive clients are just as interested in the organization and culture of a company as the analyst reports. Very interesting post.

I have found my executive clients are just as interested in the organization and culture of a company as the analyst reports.

]]> Comment on Talent Management: Culture Fit Takes The Lead by Brave Hiring: No Guts, No Glory. | Notogroup Blog http://notogroup.com/blog/talent-management-culture-fit-takes-the-lead/comment-page-1/#comment-38 Brave Hiring: No Guts, No Glory. | Notogroup Blog Mon, 12 Jul 2010 22:30:07 +0000 http://notogroup.com/blog/?p=58#comment-38 [...] who are a good cultural fit perform better and typically stay longer.  I’ve written more about culture fit on my [...] [...] who are a good cultural fit perform better and typically stay longer.  I’ve written more about culture fit on my [...]

]]> Comment on Social Media Blurring “Personessional” Lines by Patty Stockton http://notogroup.com/blog/social-media-in-the-workplace-the-blurring-the-lines-of-personal-and-professional-life/comment-page-1/#comment-16 Patty Stockton Mon, 25 Jan 2010 23:29:45 +0000 http://notogroup.com/blog/?p=260#comment-16 http://www.thesocialcmo.com/blog/2010/01/a-corporate-social-media-policy-do-you-really-need-one/ Here is an interesting article about social media policies in the workplace... http://www.thesocialcmo.com/blog/2010/01/a-corporate-social-media-policy-do-you-really-need-one/

Here is an interesting article about social media policies in the workplace…

]]> Comment on Social Media Blurring “Personessional” Lines by Patty Stockton http://notogroup.com/blog/social-media-in-the-workplace-the-blurring-the-lines-of-personal-and-professional-life/comment-page-1/#comment-14 Patty Stockton Thu, 17 Dec 2009 14:34:42 +0000 http://notogroup.com/blog/?p=260#comment-14 The lines definitely get blurred between the different types of social media. I have heard of bosses trying to "friend" their employees. You can accept them and then block them later. Or just ignore the request and say you do not go on facebook very often. A friend was a Talent Recruiter and therefore had a facebook account and experienced people from work trying to "friend" her. My recommendation is to utilize linkedin for professional purposes, facebook for personal use for family/friends (use security settings so it is not open to outside viewers), and utilize twitter for interesting articles in your profession. People need to be very careful at what they write on their blogs. I think it is fair for an employer to view potential candidates' profiles. They need to do their research on people they are hiring just like a candidate would research a potential employer. The lines definitely get blurred between the different types of social media. I have heard of bosses trying to “friend” their employees. You can accept them and then block them later. Or just ignore the request and say you do not go on facebook very often. A friend was a Talent Recruiter and therefore had a facebook account and experienced people from work trying to “friend” her. My recommendation is to utilize linkedin for professional purposes, facebook for personal use for family/friends (use security settings so it is not open to outside viewers), and utilize twitter for interesting articles in your profession.

People need to be very careful at what they write on their blogs. I think it is fair for an employer to view potential candidates’ profiles. They need to do their research on people they are hiring just like a candidate would research a potential employer.

]]> Comment on Social Media Blurring “Personessional” Lines by Lisa Peyton http://notogroup.com/blog/social-media-in-the-workplace-the-blurring-the-lines-of-personal-and-professional-life/comment-page-1/#comment-13 Lisa Peyton Wed, 16 Dec 2009 19:04:31 +0000 http://notogroup.com/blog/?p=260#comment-13 Great article! I would advise companies to tread lightly and take time in considering all the issues when attempting to construct a social media policy. There are several great examples of companies that have managed to incorporate employees social media activity into the voice of their brand. Intel is a super example of a large corporation that has to deal with all sorts of legal issues but at the same time manages to honor the individual voices of it's employees. Some companies may want to consider hiring a social media firm to help them craft an in-house social media plan that could address all the issues you mentioned above. That's my 2 cents! Thanks, Lisa Peyton Great article! I would advise companies to tread lightly and take time in considering all the issues when attempting to construct a social media policy.

There are several great examples of companies that have managed to incorporate employees social media activity into the voice of their brand. Intel is a super example of a large corporation that has to deal with all sorts of legal issues but at the same time manages to honor the individual voices of it’s employees.

Some companies may want to consider hiring a social media firm to help them craft an in-house social media plan that could address all the issues you mentioned above.

That’s my 2 cents!

Thanks,
Lisa Peyton

]]> Comment on What Are Employees Saying About Your Company? by andy shearer http://notogroup.com/blog/employment-branding-what-are-employees-saying-about-your-company/comment-page-1/#comment-12 andy shearer Fri, 11 Dec 2009 19:36:40 +0000 http://notogroup.com/blog/?p=212#comment-12 hey... thevault.com is a similar site. kind of makes an argument for increased transparency of companies. Candidates increasingly will gather information from multiple sources about a potential employer. It used to be a Job Description and information from a potential hiring manager/company was all a candidate had access to, to get information about a company or role. Now candidates can access an online community that openly shares information and experiences with each other about potential hiring companies/ managers. Decisions about joining your organisation can be influenced by people and groups out of your network or association that you have no control over. Recruitment will need to be a much more transparent function than it has been in the past. Recruitment is still about connecting with candidates and hiring managers. In today’s world however both candidates and clients alike have access to much more information about each other than ever before. We need to change our mindset to one where we share information about our processes and company (yes – the good, bad and ugly) rather than holding onto this information. hey…
thevault.com is a similar site.
kind of makes an argument for increased transparency of companies.

Candidates increasingly will gather information from multiple sources about a potential employer. It used to be a Job Description and information from a potential hiring manager/company was all a candidate had access to, to get information about a company or role. Now candidates can access an online community that openly shares information and experiences with each other about potential hiring companies/ managers. Decisions about joining your organisation can be influenced by people and groups out of your network or association that you have no control over.

Recruitment will need to be a much more transparent function than it has been in the past. Recruitment is still about connecting with candidates and hiring managers. In today’s world however both candidates and clients alike have access to much more information about each other than ever before. We need to change our mindset to one where we share information about our processes and company (yes – the good, bad and ugly) rather than holding onto this information.

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