In the Key Of Me (Circa 2006): My First Ever Blog Post

I was doing some digging on the Way Back Machine recently and came across this, my first ever corporate blog post, with the depressing dateline of Thursday, December 16, 2006.  That means I’ve actually somehow been doing this closing in on 7 years now, which is simultaneously scary and depressing – much like this post, my first realization that creative writing and corporate America weren’t mutually exclusive concepts.

amgen career fair

Because literally hundreds of posts later, my writing style hasn’t demonstratively improved (even if the content itself has increased in sophistication and relevancy).  In fact, it’s just become sanitized as B2B blogging has moved from bleeding edge to absolutely ubiquitous – a trend I’ve had to follow, by necessity.

But this existential essay I wrote when I was 24  proves the maxim that not only is youth wasted on the young, but tone, voice and style are all wasted on content marketing. Hope you enjoy this walk down memory lane from way back in the day, when I actually used to look like the guy in the picture on the right.

This post originally appeared on the Kenexa blog, but it’s not there anymore, much like my hairline in aforementioned photo.

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+K This: Klout for HR & Recruiting

If you’re doing the obvious stuff when it comes to social media recruiting or engagement (Facebook fan pages, branded Twitter account, blog, etc.), you’re fighting an uphill battle.

It’s a crowded space out there: after all, if there’s a fundamental reason for social media’s appeal as a business and marketing tool, it’s the truism that everyone’s on it.

And with upwards of a billion users speaking dozens of languages updating millions of closed, interdependent communities (which is, pretty much, the definition of that ‘network’ part of ‘social networks’), it can be hard to make your voice heard.

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Searching Without Seizures

If you’re like most sourcers or recruiters, you’ve probably got about another twenty tabs already open on your browser in addition to this one. Fifteen of those, at least, will be hooked up to candidate databases like job boards, an ATS, or LinkedIn. Keeping all these windows open only makes sense (even if it makes browsing a bit slower).

After all, remembering all those passwords and usernames, much less using them to log in every time, is both a huge pain and a huge time suck. Tabs make it at least a little big easier to look at candidates side by side from different sources, even if their results (not to mention candidate relevance and ranking) display completely differently.

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Armageddon and the War for Talent

mayan+apocalypsePeople have been foretelling the end of time since pretty much the beginning of it, and most of them are crazy – the ring a bell, stand on the corner in Times Square with a sandwich board and sackcloth kind of crazy.

But then again, some of those people are the foundation for major world religions, so this is a pretty high risk, high reward statement:

In 2020, HR as an independent function will no longer exist.  At least not in North America.

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This Form Is To Get Your Information To Give To Our Sales Guys

Note: I’ve written a lot of landing pages in my time. And while the text may change, the subtext remains the same:

Thanks for clicking that display ad.  You’re in the .002% of impressions that actually convert, sucker.  Not only did you use the same really obscure search term our SEO people told us we should bid on, but you also happen to have been bored enough to answer our crappy call to action floating somewhere in your sidebar.  Clearly, with that sort of time on your hands, you are exactly the sort of decision maker we are looking for.

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5 Big Fat Lies Recruiters Tell Candidates

Most recruiters are honest and upfront with job seekers. Largely caring and committed, recruiters often genuinely care about every candidate, even if they don’t necessarily always show it.  But many of the most common put-offs, while usually well-intentioned and largely innocuous, are as integrated into the recruiting process as applicant tracking systems and reference checks.

The good news? Avoiding these worst practices instantly translates into an improved candidate experience and an easy win for your employment brand.

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How To Create A Blog Post in 10 Easy Steps

There are a few common misperceptions when it comes to creating blog content.

Contrary to popular belief, you don’t need to be a writer to blog, nor do you need to actually have anything to say.

After all, you’re creating digestible, disposable content that’s probably going to get skimmed.

That is if anyone actually reads your stuff (and chances are, they won’t…particularly if it’s a corporate blog).

But if the fact that blogging remains the least time effective and most labor intensive form of online communication doesn’t dissuade you, or if you’re solipsism is sated by any byline, here are 10 steps to creating a blog post.

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Not Another HR and Recruiting Post

I started this blog as a way to kind of aggregate all the content I put out on other sites in my day job, which, in hindsight, probably wasn’t necessary because, well, I’m a writer who hates to write and has about the same level of output as Harper Lee (although obviously not in quality).

I kind of regard myself as a blogger, because it’s an easier self-identifier than, say, “content marketing whore,” so the other day, someone asked me a question that, frankly, I’m surprised I hadn’t been asked before.

So do you actually have, like, a real blog besides all that corporate stuff?

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Company Culture and Social Media

Culture Club

Company culture is a lot like meetings and memos: it’s an inescapable, and inevitable, part of the employee (and candidate) experience.

But with the rise of social media, virtual employees and global teams, new business paradigms mean that when it comes to communicating culture, it’s anything but business as usual.

At its core, every company’s “culture” is defined by its workforce, from CEO on down.

“Your company culture will be created accidentally or on purpose,” says Kirsten Ross, President of Focus Forward Coaching, LLP. “Your culture is your team machine,” she adds, “it either works efficiently or it has a lot of malfunctions.”

That’s why “fit” is so important to talent acquisition and development; but what does it take for employees, their managers, executive leadership and customers to engage with, and thrive, within a unique company culture?

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5 Keys to #Winning On Twitter

Keep your lead short and go straight to the content.

1. Be Pithy: people eat up inspirational bullshit like quotes about leadership, Ken Blanchard self-help stuff and anything that looks like it belongs on a Successories mug, circa 1989.
2. Be Snarky: Per the first point, there’s too much saccharine sweetness on Twitter already. And someone needs to call people out on that. As an added bonus, it’s the best way to entertain yourself if you find yourself in the god-awful position of actually having to do this for business.
3. Co-opt hashtags as needed: They’re what makes a tweet a tweet, after all, and if you’re at an event (or just pretending to be) it totally gets you in good with the cool kids – or makes you look like one to all of the people you’re trying to impress with the real objective of “personal branding” (gag) which is, “Look How Much Better My Life Is Than Yours!” Although whomever came up with the phrase “personal branding” clearly leads a miserable, socially isolated, cat-filled existence.
4. Don’t RT @Mashable: Everyone’s already read it, and no one really cares.
5. Create listed blog content that takes no effort whatsoever, than link to it with a clever title. Like this one.

Of course, the best thing you can probably do on Twitter is stay the hell away. Talk about a time suck. But, if you’ve read this far, then you already know there are far bigger wastes of time out there.

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