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Archive for November, 2010

Dylan Hold Their First Quarterly Forum

November 26th, 2010   By   Filed Under: Employers, The Forum

Dylan held the first of a new quarterly forum last month in an intimate setting at Soho House. All in all it was a great success and the guest speakers Marcus and Fiona gave everyone food for thought.

The forum is a confidential environment where senior HR management can discussthe ins and outs of set topics. Subjects covered on Wednesday 27th October include the following:

 

• Building pitch teams

• Aligning company values with client values OR ideally picking clients with similar values to your organisation and how this can increase your win ratio

• Internal values . Do your staff know who they are? Do you recruit according to your company’s values?

• Retaining staff and keeping them motivated and challenged within their role

• Do senior/board level staff understand the challenges of HR?

One handy tip that Marcus and Fiona gave us, was an online test which could really help any of you working within TV, radio, press, posters and all the other communication media. The Diagonal Thinking Self-assessment is an online tool, designed to aid recruitment into the advertising and communication industries. It tests the hypothesis that the most successful individuals working in the business are both Linear and Lateral Thinkers – they think ‘diagonally’.

www.diagonalthinking.co.uk

Dylan is aiming to host the next forum in late January and we’re hoping to have a guest speaker from a psychometric testing firm to come along and share some of their expertise. They provide a range of assessments that create an environment of understanding to enable you to deliver success in your company. Their assessments provide insight on the key areas that reflect what people are capable of, what motivates them and their core strengths.

If you are interested in joining us for the January forum, please email either Phil (phil.edelston@dylanlondon.com) or Shaz (Shajnab@mashmarketing.co.uk) and let us know.

4 Job Search Tips For Aspiring SEO/SEM Specialists

November 22nd, 2010   By   Filed Under: Candidates, Employers

four tips for seo and sem

Companies across every industry are competing for top rankings on search engine results. And whether they turn to a marketing agency, SEO firm or consultant, there is an increasing demand for search engine optimization specialists.

Marketing professionals looking to break into this relatively new niche can’t necessarily rely on prestigious certifications or a long background as a SEO specialist to demonstrate their knowledge.

We spoke with SEO firms to get their advice for aspiring SEO specialists who want to impress potential employers and stand out from the pack.

Read on for 4 expert tips…

How Social Media Can Make Us More Productive

November 22nd, 2010   By   Filed Under: Everyone


T.A. McCann serves as founder and CEO of Gist. His past experience includes Vulcan Capital, Polaris Venture Partners, where he was an entrepreneur-in-residence. Prior to Polaris, he held senior positions at Microsoft.

To quote Eric Clapton: ‘It’s in the way that you use it!’

In the constant back-and-forth arguments about Millennials joining the workforce, we’ve heard countless times that managers think social media is a distraction and ultimately a productivity killer in the workplace.

In response, the social media community has fought back by saying that these tools actually help them get things done faster, or bring other value to the business. But there have been few substantive conversations about precisely how social media might help you get things done.

Beyond Millennials, the ‘new workforce’ is being defined by a work style that blurs personal and professional time. That development has spawned professionals that craftily use social media to get things done. Yes, the initial draw was networking, but as those relationships become more essential to your professional responsibilities, social media becomes an area where you can get a lot of work done too.

The trick is to realize that it’s not about the tool itself, but your ability to (more…)

35 New Social Media Resources You May Have Missed

November 16th, 2010   By   Filed Under: Interesting, Weird and Wonderful

We’re back with another jam-packed roundup of social media tips and tricks. We’ve been working hard to make sure you have enough to read as the temperature starts dropping, but with this many new tools and resources, we understand if you missed one or two stories. To help, we’ve gathered 35 of our most useful post from the past week or so to make sure you stay on top of your digital game.

Social Media looks at five captivating personalities, tips for maximizing Facebook ‘Likes,’ and talks social media with Late Night host Jimmy Fallon. Tech & Mobile features some amazing crowdsourced art, analyzes the ‘dumbphone’ market, and helps you get started developing apps. Business takes a closer look at brand names, startup lessons for Madison Avenue, and even some great Drupal themes for small business.

Looking for even more social media resources? This guide appears every weekend, and you can check out all the lists-gone-by here any time.

Source: Mashable.com

HOW TO: Gain Twitter Influence

November 3rd, 2010   By   Filed Under: Everyone

Guy Kawasaki and Robert Scoble have vastly different philosophies when it comes to gathering Twitter followers. Kawasaki puts his bluntly: ‘My strategy is that Twitter is a marketing broadcast platform, and so the way it gets to be the best platform you could have is to have as many different followers as possible, which to put it mildly, is radically different from most people — who believe they should have a Kumbaya soulful experience with every follower.’

follow me

Scoble, on the other hand, is more of a quality over quantity kind of guy: “Caring about number of followers is going to take you down a path that’s not very satisfying…Even if you get the numbers, if you’re surrounded by a million [jerks], is that as much fun as being surrounded by a thousand brilliant, fun, great people?”

Both Kawasaki — the co-founder of media aggregation site Alltop, author of nine books, and former Apple Fellow who uses Twitter to broadcast the interesting articles collected at Alltop — and Scoble, a bloggerwho has carved out a niche in world-changing technologies, have met their own definitions of success. Kawasaki has more than 300,000 followers on Twitter. Scoble has about 146,500 and a Klout score higher than Lady Gaga’s (though she does admittedly have roughly a 6.5 million person lead in number of followers).

We spoke with Kawasaki and Scoble to get their keys to Twitter success. Here’s what their advice had in common. (more…)

HOW TO: Score a job through Facebook

November 1st, 2010   By   Filed Under: Everyone

If you’re looking for a job, ask yourself if you’ve tapped every possible resource. Have you scoured Craigslist and made Monster your homepage? Have you set Google Alerts for every possible word combination that could land you a job? Have you checked Facebook? And I’m not talking about Facebook’s rather useless Marketplace.

While Facebook is better known for helping people lose their jobs, it’s largely an untapped resource when it comes to job hunting. With 500 million users, it has the potential to be one of the largest. But finding a job through Facebook isn’t about pestering your friends and junking up their news feeds with status updates like ‘Unemployed and Looking For Work — Help A Dude Out.’ It’s about making the most of your network in a positive way, not by being a nuisance.

By joining groups, keeping track of your friends’ updates and just keeping in touch with your network, you can turn Facebook into a site that does so much more for you than just keep tabs on your exes. Here are five ways to turn Facebook into another resource that can help you land a job. If you’ve scored a job through Facebook, we want to hear your story, so leave us some tips in the comments below.

1. Read Your News Feed

Amanda Flahive is known as the Diva of the Details at Sevans Strategy, a Chicago-based public relations and new media consultancy. She wears many hats in her job working with social media maven Sarah Evans. But Flahive landed the gig just from reading her Facebook feed.

Both Flahive and Evans attended the same college but were in different programs — while they knew of each other, they didn’t know each other well. About a year and a half ago, they were brought back together by a mutual friend’s wedding. Evans threw an engagement party, and the two reconnected. ‘At that time Sevans wasn’t in existence,’ says Flahive. ‘[Sarah] was still at her old position as the director of communications at a community college. We talked about what we were both doing, but the conversation wasn’t too serious. Sevans might have been something in the back of her brain at the time, but it wasn’t something we discussed that night.’

Since they were both going to be in the same wedding, they decided to keep in touch on Facebook, the way many old acquaintances re-connect.

‘I’m a person who pretty regularly reads my Facebook news feed. If it’s not something regarding Farmville or Mafia Wars, then I most likely read it,’ she says. ‘So I was reading through updates on a random day, and had been in one sales and marketing position, and moved to another, and I was OK, but wasn’t loving it.’

Flahive was keeping an eye out — looking on Monster, looking on Career Builder, but wasn’t really hitting anything.’Those sites are quite often so flooded with people that are looking for jobs, that it was my experience that you don’t get very far on those sites. I would send a resume in and either not have it go anywhere or in a direction that wasn’t right for me,’ she says.

So on a random day, Flahive saw that Evans had posted that she was looking for a three-quarter time assistant. ‘From the exact Facebook post: Live in Chicago and love details? Looking for someone to work about 30 hours a week, checking e-mail, booking travel etc. E-mail Jen (her then assistant) for more details.’

Flahive didn’t respond right away, but figured she had nothing to lose since she knew Evans on both a personal and professional level. Evans called her for an interview, and they had a good laugh about it. ‘I said, I can’t believe we are having this phone call, but if it weren’t for Facebook, we wouldn’t be having it.’

In fact, Evans didn’t post the job anywhere else other than Facebook and Twitter (also the method that Sevans uses to hire its interns). The two had a conversation about the position and Evans ultimately offered Flahive the job through a direct message on Facebook.

‘It’s not what I expected to get out of Facebook,’ says Flahive who says it’s typically used to catch up with friends and look at baby photos. ‘I never thought I’d get a job out of it. But now that I have, it makes all the sense in the world. And what’s more, my job got a whole lot bigger after I accepted via Facebook. Now it’s full time, I’m doing development and marketing; it led to a much bigger job.’

2. Get Active in a Group

Web developer Enrico Bianco works at Post Rank but found his previous job creating web applications for the Canadian Society of Immigration Consultants, just by joining a Facebook group.

Bianco was in the middle of job search, looking to switch gears. At the time, he’d been doing mostly Java enterprise development and wanted to get into Ruby on Rails instead. ‘I started doing rather vigorous networking, and other job searching stuff. I used to answer posts on Craigslist, go to professional networking events for social media and Ruby on Rails.’ On a whim, he says, he found a Facebook group for the Toronto Ruby on Rails community and left a message in the discussion board saying that he had something to offer, if anyone was looking for someone to do some Ruby on Rails development.

Lo and behold, he got a message back from the systems manager at CSIC, who asked for his resume, which in turn lead to an interview, and Bianco landed the job. “So it was really, very much a fluke, but a fortunate one,” he says. “She ended up telling me later that one of the key reasons she hired me was that she saw I was active in the community, and that I was engaging with others on the Internet.”

But Bianco casts it off as a fluke, and he admits it cost him nothing to do. “I wouldn’t use it as a primary tool for job searching, but at the time I was willing to use any resource I could.”

3. “Like” or “Friend” Companies You Want to Work For

Sandra Aaron is a Toronto-based event planner who was looking to expand her knowledge of the destination wedding scene, but she found it a difficult prospect. “It’s really hard to properly plan destination weddings without full knowledge of the travel industry,” she writes via e-mail. “So I decided I wanted to find a side job with a travel agency.”

Aaron spoke with many companies in her search to break into the industry, but the one company she really wanted to align herself with was difficult to get into, as their average new hire had 20 years of experience in the travel industry — something Aaron didn’t have.

Aaron says she spent a few months trying to find her way in, asking everyone she knew if they knew anyone with the company. Then one day, she saw a status update from the company’s Facebook Page that they were seeking experienced travel advisers. “With nothing to lose I commented, asking if they ever hired destination wedding planners. A couple of weeks later their marketing guy sent me a note on Facebook, saying he would be happy to pass on my resume to the right person.” Aaron’s resume ended up in the hands of the general manager who was so impressed with it, that within a few weeks, Aaron scored an interview.

Today, she’s an independent contractor for the company. She works from their offices, and says it’s a great situation. “I have access to their resources, and their staff has access to my knowledge and resources within the wedding industry. I would have never gotten the meeting if it weren’t for Facebook.”

4. Participate in a Contest

Andrew Miller scored his internship at Fast Horse, a Minneapolis marketing firm through a contest on Facebook. The company announced that its newest intern would be the candidate who could gain the most “Likes” in a week. Miller was tipped off to the contest by a college professor and quickly went to work on his campaign.

“I tried to tap into every single social network I had ever been a part of,” he said. “And just send out messages that said, hey if you have a few minutes can you help me win this dream internship? All it takes is liking my Page.”

Miller says he didn’t even start out with the most Facebook friends, but he was able to mobilize people by giving them simple directions to vote. That strategy won him 725 “Likes” and the internship.

“Having to market myself in this process has helped me in thinking about how to market actual products. The mobilization that I was able to accomplish is something I do all the time now, contacting blogs and newspapers, trying to get them to run stories,” he said.

Miller, who moved 1,700 miles from Portland, has completed his three month internship and it was extended another three months, which he says is a typical track to full-employment.

“If there is one thing I’ve learned, it’s that social media can be such a powerful tool for establishing those relationships. There is something so hollow about submitting your standard application, resume and cover letter. With this I was able to be in communication with the decision makers and be sure this was going to be a good fit for me. I would absolutely use social media again to engage with those decision makers.”

5. Start a Dialogue

Fast Horse, the company that hired Andrew Miller as an intern, is a big believer in the Facebook hiring process, according to its creative director and founder Jorg Pierach.

When Fast Horse launched its Facebook Page, it didn’t want the campaign to just be a megaphone for the work they were doing, but rather they wanted to use it as a place to interact with job candidates, sort of a digital informational interview, says Pierach. The company directs job seekers to its Facebook Page so its employees have a place to share information about the company, their culture and what they do.

“So instead of a resume disappearing into a file somewhere, we have a way to keep in touch, and the Fast Horse experience is the way to do that,” he said. “We started this about a year and half ago and we’ve hired about four or five people this way. They started a dialogue, and when a position opened up we already had a good idea of what that [person] was about.”

Pierach says that the intern search was about more than just finding candidates; it was a way to assess them as well, so the candidates could show off their marketing chops. The company asked for video introductions and interviewed 15 candidates before narrowing it down to three finalists who competed for the most “Likes.”

“In a sense it wasn’t about hiring one candidate, but seeing three strong people and their talents. As our needs continue to grow, we know that there are people out there that we liked. It’s about talent cultivation and about them showing us what they can do. But ultimately [it's] about keeping in touch with really talented people.”

Pierach looks at it as a different kind of interview — one that requires people to take the initiative to weigh in with their own thoughts. It’s also a method that saves the company a lot of time when looking to fill a spot. “We have a pre-qualified group of people we can turn to very quickly,” he said, noting that the company saves itself from having to post on job boards and slug through cover letters. They can bring in candidates they know are going to rise to the top, because they have been watching each other on Facebook.

“We recently had a new opportunity that was a very, very quick turn around. We needed a designer the next day. We turned to our Facebook Page and within a couple of hours we had six or seven people who raised their hands, all people we knew, to say they were available. We were able to get them in the next day and keep moving.”

In the future, you can expect to see more companies looking at the hiring process this way, and Pierach suggests that people coming out of college would do well to be aggressive in identifying the companies they want to work with and start the dialogue.

Source: Mashable.com