Tag Archives: recruiting
Most of us spend a good chunk of our day online in some capacity. We’re constantly absorbing content from various sources, analyzing and building on pieces of information, and learning from thought leaders who consistently push out high quality material. Genuine thought leaders tend to do the same. They take in new ideas, compile them, and push out an even greater idea, continuing growth and fostering the cycle. This progression, and the development of thought leaders as individual experts, is contingent on the cultivation of new ideas.
In recent years, with the evolution of social networking, this notion has been injected with steroids. Gone are the days when thought leaders attended conferences and chatted behind closed doors with peers, discussing their apparent stranglehold on relevant creative thought. I repeat, those days are gone, and if you’re management teams still think that way, walk in to their offices and fire every single one of them.
Now, successful thought leaders, especially business people in positions of power, have realized the importance of the social web in fostering ideas, developing talent, and ultimately growing their businesses. By utilizing social media, thought leaders can recruit potential employees who demonstrate a complex understanding of a specific piece of subject matter, increase the number of quality ideas they see each day, and bolster their company with innovate thought, keeping them at the forefront of their respective industries.
Here’s a brief personal example – I now work for a Fortune 50, one of the largest companies in the world and a leader in our industry. Prior to coming aboard, I ran my own, rather successful digital marketing firm, Brandt Social. Although my current company has a network of literally thousands of recruiters across the country, I was contacted by a gentleman who is now my boss, and an executive at our company. While at first, I had little desire and certainly did not intend to go work at some giant firm where my talents would go unnoticed, I quickly learned that the gentleman who reached out to me was in fact a thought leader, who clearly used social as tool to stand out amongst his peers, foster talent, and cultivate new ideas. This differentiation was a major draw in my decision to come aboard.
Unfortunately, if your organization is lacking a genuine thought leader, your time frame is finite. Many managers, claiming to be thought leaders, whether they be a business person, an online personality, or an author, have been doing just the opposite, seemingly afraid of both new ideas and the talent that sprouted them. This oppression not only hinders conceptual progression, but can ultimately burn out and deter top talent from fully developing.
In a business setting, whether you attribute it to jealousy, lack of adaptability, or narrow-mindedness, it is undeniably toxic. When managers, usually, self-described as thought leaders, prevent new ideas from spreading, regardless of their source, they are in a word, crushing the future of your business. New ideas are the foundation of not only the new “startup” business model, but of capitalism as a whole. When ideas get suppressed by a higher-up within your organization they force them one direction, out. As in, out of your entire organization. When this happens repeatedly, more than just ideas run for the hills. Top talent, potential recruits, and cutting edge clients want nothing to do with your business, regardless of your previous success. Remember, ideas are temporary, if you cannot adapt to innovative concepts or develop new ones, your days are numbered.
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© 2012 Brendan Brandt. All Rights Reserved.
Thought Leadership 2.0 – http://www.inc.com/marla-tabaka/how-to-become-a-thought-leader-online.html
True Professionals Don’t Fear Amateurs – http://sethgodin.typepad.com/seths_blog/2012/12/index.html
As large, powerful corporations continue seek out and recruit young talent, much of which has grown up on the internet, they are realizing that the demands of today’s top recruits are far different than they were 10 years ago. While dress codes, flexible work schedules, and gym memberships are easy fixes, the prospect of high level executives joining the social frontier is often a tough change, but is a must have for many top tier prospects. That being said, leadership “going social” can be good for your business as it increases productivity, sparks collaboration, and attracts talent.
In case you didn’t know, the young recruit with a genius IQ you just hired doesn’t want to be stuck under mediocre, middle management leadership, where in their eyes there is little growth potential, and no place to showcase their talents. Many of them are impatient and the prospect of starting on the ground floor of a company, no matter how prestigious, is frustrating to them, regardless of its inevitability.
Since there is little chance you have the funds or the recruiting prowess to pull a swath of great leaders into your extremely exciting middle management positions, go social to appease the talent that is the future of your business. Doing so breaks down barriers within your organization as employees are given a forum to showcase their talents to both peers and decision makers. In turn, employee productivity increases, collaboration booms, and creativity skyrockets, all because your top young talent feels that they now have a chance to shine on a bigger stage, and you are no longer leaving them “parked” on the ground floor.
If you’re the micro-managing, control-freak of a CEO who is sitting in a stuffy office, thinking how this will open Pandora’s box, create a myriad of management issues, and let loose a floodgate of useless ideas, just remember that you probably won’t be sitting there in 3 years if you don’t adapt to change.
While social media certainly does give ALL of your employees greater exposure, it does not do away with the traditional management progressions or the previous methods of information dissemination within your company, it simply enhances collaboration, creativity, and gives the impression that entry level employees can actually influence C-level execs, regardless of the truth in that statement.
“The illusion has become real.” – Gordon Gekko
At the end of the day the way your employees, or potential employees view you is all that really matters. Executives going social causes a slight change in perception and can transform seemingly mediocre employees into the creative, productive, superstars you want, and need them to be.
Don’t forget to subscribe to the blog and follow on Twitter: @brendanbrandt
Motivating Millennials – http://www.inc.com/eric-v-holtzclaw/motivating-millennials-take-a-cue-from-video-games.html
Harnessing Young Talent In The Age Of Impatience – http://fleishman.co.za/2011/04/harnessing-young-talent-in-the-age-of-impatience/
© 2012 Brendan Brandt. All Rights Reserved.