4 Essentials of Talent Communities The Content Hub - Workology

4 Essentials of Talent Communities The Content Hub - Workology Understanding Content the Digital Content Strategy This is Part 2 of a 4 part series on Talent Communities.  In Part 1, we discussed that  Talent Communities have   four basic pillars for success:  commitment, strategy, content, and membership its as simple as that.  Yet its simplicity is somewhat duplicitous as what comprises each pillar is complex.  Whats the saying the devils in the details?  When it comes to creating successful online communities; success lies largely in the details. Understanding Content the Digital Content Strategy CONTENT “Thirty spokes share one hub.  Make the nothing therein appropriate, and you will have the use of the cart.” ~Tao Te Ching It is the center hub of the wheel that makes it work; because it is that which allows room for the axle that it rotates upon.  Without the space of the center hub, regardless of the strength in numbers provided by the spokes; the cart is useless the axle cannot connect and so the cart will not move.  In terms of the online community and your overall digital strategy; the center hub is the content.  Content on its own is nothing, really; but properly consistently applied within the community creates the axle that make appropriate the space: conversations.  Conversations serve as the friction that keeps the wheel turning; making the cart  useful  for its members allowing you the use (purpose) for which it was created. When considering content types, its not nearly enough to get members to  consume  (read) what you put out; it needs to compel members to actively  talk about what was shared.  Ideally, content should be complex enough to drive open-ended discussion; nothing much can be gleaned from a bunch of  yes/no responses.  One of the markers of a community is that members must be able to benefit from each other; ostensibly through conversation.  While news stories are interesting, and company happenings make sense; the  most compelling content is content about the community itself.   Develop Distribute Content for a Talent Community This can be done in several ways: Sharing content created by or about community members Holding events on- offline then reporting on them in the community Creating debates that surround processes, best practices, etc on various roles or functions held by the community members (eg: Six Sigma Processes, Recruitment Strategy, Management Consulting in Leadership, HR Business-Line Partners vs Centralized HR Generalists, etc Actively write the community into the content you create/share for the community.  Rather than simply share content about a topic or relevant news piece; interview members within the community on their opinions or how it affects them Let Logic Drive Your Online Recruiting Community If the purpose around the community is to attract Talent; then the next logical step is to use discussions that stem from content as an opportunity to evaluate written communication skills, behavioral response patterns, etc.  Question/Answer topics are excellent for this purpose; some examples include: Problem Solving.    People, in general, like to show off knowledge.  Present a problem ask for help solving it.  Another spin on this is the How Would You Deal With  [Insert Topical Story Here]; allowing members to give their take on  how to handle things. Recommendations.  Asking peoples opinions or reviews on various services, technologies, org structures, etc. is another great way to not only gain insight on your community members; but tends to spur good responses conversation as well (as long as its not constantly asking reviews on  your  products or services; which will just come off as sales-ish). More Hypothetical Situations.    The trick to getting people to respond in droves to these sorts of conversation starters lies in controversy.  Slightly subversive, progressive, and firebrand topics are fantastic because members of the community wont all be in agreement on them.  Again, this is good because if everyone agreed then it wouldnt be much of a discussion; just take care to avoid  divisive  topics (eg: religion, politics, highly sensitive morality issues such as abortion). Is [this] really better than [that?] or Is failure imminent without [x, y, or z]?  or , for example, Is having the boss away the X Factor driving success in todays remote workforce or do the mice really still just play? are good examples of this type of conversation starter. By following these guidelines and checking out Talent  Communities  Part 3 of this blog series on 6/7/12 on Membership.  (check out part 1)  you’ll help keep the talent in your  talent community  interested in coming back for the long-haul. Crystal Miller, known on Twitter as @theonecrystal is a builder of talent communities, addicted to Instagram, and avid social recruiter who also co-hosts a weekly radio show called #TalentNet. Visit her blog,  TheOneCrystal.com  to learn more.

Robotic Suits May Transform Manufacturing

Mechanical Suits May Transform Manufacturing Mechanical Suits May Transform Manufacturing Mechanical Suits May Transform Manufacturing Wearable fueled or unpowered mechanical suitsmetal structures fitted with mechanized muscles to duplicate the wearers strengthare set to significantly change the assembling business. In 2003, scientists at the University of California, Berkeley, made Bleex, a mechanical gadget that joins to the lower body to supplement the clients quality. After fourteen years, varieties of these gadgets, which pass by various names, including automated exoskeleton and exosuit, are utilized basically in social insurance recovery. They permit wearers to work, for instance, a deadened appendage, and help stroke casualties move appendages as they recover quality and scope of movement, says Dan Kara, apply autonomy specialist at ABI Research, an innovation statistical surveying organization in New York. In 2014, the ReWalk framework turned into the principal individual mechanical exoskeleton to be affirmed by the U.S. Government Drug Administration. The battery-controlled automated suit, from ReWalk Robotics of Yokneam, Israel, connects to the legs and lower back. It contains engines at the knee and hip joints and sensors to assist it with changing with every footfall. While wearing the gadget and holding two lower arm props, somebody with complete lower-appendage loss of motion can walk. The full-body, wearable exoskeleton from Ekso Bionics is utilized to help incapacitated patients walk. Picture: Ekso Bionics Since the suits are expensivethe ReWalk suits cost about $80,000their creators have hoped to utilizes in different enterprises. Assembling, farming, and development were evident matches in light of the fact that the suits could be worn to upgrade quality, Kara says. In assembling, the exosuits increase human movement to take into consideration all the more lifting quality and for improved creation on redundant undertakings like hunching down, twisting, or strolling, Kara says. Laborer wearing the suits will likewise be less inclined to serious wounds from mishaps or exhaust. Specialist overexertion costs U.S. managers around $15 billion yearly in remuneration, he includes. When bowing forward while wearing an exoskeleton from SuitX, compacted air springs in the rear of the suit take a portion of the lifting load off the wearer. A shoulder unit utilizes a comparative help instrument for lifting or working overhead, says Homayoon Kazerooni, CEO at SuitX of Berkeley, CA, which makes exoskeleton frameworks for the legs, backs, and shoulders just as a full-body adaptation. ABI Research gauges the automated exoskeleton market will reach $1.8 billion out of 2025, up from $68 million out of 2014. This year, around 6,000 suits will be sold, for the most part for restoration. By 2025, ABI hopes to see about 2.6 million available gratitude to appropriation by the assembling and development ventures. All things considered, the suits still can't seem to see far reaching selection inside production lines and plants. That is gradually changing as executions start. Audi is utilizing the Chairless Chair from Noonee to ease creation laborers strain. Picture: Audi. Since the finish of 2016/start of 2017, the BMW Group Plant in Spartanburg, SC has sent 66 Airframe Exoskeletons from Levitate Technologies, San Diego, CA, which give shoulder support, and various Chairless Chair units from the Swiss organization Noonee. The EksoWorks Vest is a shoulder and arm bolster exoskeleton with a headrest intended to mitigate the strain of ceaselessly working with overwhelming instruments above midsection level. It utilizes no force, yet gives ergonomic chest area and arm bolster that causes items to appear to gauge substantially less than they do and empowers a laborer to work in a plant line pose without weariness, as indicated by Ekso Bionics. The Chairless Chair secures set up when a laborer needs to hunch or represent delayed periods. It lessens the weight on the knee and the remainder of the leg. Both the chairless seat and the ought to and arm bolster suits sell for about $5,000 each, far not exactly the suits intend to help the individuals who are incapacitated walk. Eleven lower-body exoskeletons are as of now being used over a few BMW Group plants in Germany. The exoskeleton comprises of versatile braces joined to the legs or middle and secured various positions. The leg bolster structure can change delayed remaining into sitting to improve the solace and adaptability of working conditions, says Christian Dunckern, Head of BMW Group creation framework, arranging, toolmaking, and plant building. It will be conceivable to additionally diminish ergonomically ominous and exhausting assignments, allowing laborers a chance to apply their subjective aptitudes to the best impact, he says. German carmaker Audi is likewise utilizing the Chairless Chain underway. We likewise envision new applications for associates with decreased physical capacities, says Mathias Keil, head of modern designing techniques at Audi AG. Parker Hannafin, Cyberdyne, Rex Bionics, and different organizations right now make these suits, the majority of which were first made couple with military engineers. For BMW Group, the exoskeletons supplement other mechanical and industrial facility digitization endeavors. They push mechanical technology down to the administrator level by permitting creation line laborers to profit by the robots quality, Dunckern says. BMW may acquire more exosuits later on, after further assessment, he includes. In the hour of shrewd gadgets and digitalization, we should even now watch out for the additional worth the applied innovation offers to the organization, Dunckern says. No one is preferable qualified to pass judgment on this over the individuals who effectively shape our creation framework every day. Jean Thilmany is a free author. For Further Discussion No one is better able to pass judgment on this [value] than the individuals who effectively shape our creation framework on a day by day basis.Christian Dunckern, Head of BMW Group

Top Ideas for Recruiting Great Job Candidates

Top Ideas for Recruiting Great Job Candidates Top Ideas for Recruiting Great Job Candidates The most astute managers, who enlist the best individuals, enlist a pre-qualified up-and-comer pool of expected representatives before they have to fill a vocation. Or on the other hand, as Harvey Mackay, notable, contemptuous, creator and speaker, says about systems administration, Dig Your Well Before Youre Thirsty. Pre-Building Your Candidate Pool You can create associations with potential competitors well before you need them. These thoughts will likewise help you in selecting an enormous pool of applicants when you have a present position accessible. Peruse on to find the most ideal approaches to build up your ability pool and enroll representatives. The previous you receive these practices, the better your association will do in the forthcoming war for ability. (Furthermore, trust this announcement, you will encounter wars for ability as the person born after WW2 age resigns.) Read on to find the most ideal approaches to build up your ability pool. Enrolling Your Ideal Candidate A set of working responsibilities that tells potential representatives the specific necessities of the position is helpful. Significantly progressively valuable is the procedure you use to build up the set of working responsibilities inside and the conduct attributes of your optimal competitor. Amass a group of individuals who speak to the best characteristics of the individuals who as of now hold the equivalent or a comparative position, and dont neglect to incorporate the recruiting director. Build up a set of working responsibilities that portrays the key obligations and yields of the position. At that point, characterize the social attributes of the individual you feel is your optimal applicant. At last, list your 5 to 10 key duties and attributes you will use to screen resumes, perform telephone screens and inevitably, build up the inquiries for the applicants you meet. Sound like a great deal of exertion? It is. In any case, youll have a greatly improved thought regarding the qualities of the perfect applicant you need to draw in to your organization when you do this arranging by means of email or an enlisting arranging meeting. Tap Your Employee Networks Spread verbal data about the position accessibility, or inevitable accessibility, to every representative so they can continually search for predominant up-and-comers in their systems of companions and partners. With online social and expert systems administration, the odds are, you and your workers are immediately associated with hundreds, and even thousands, of possible up-and-comers. Tap into this likely crowd on Facebook, LinkedIn, and Twitter, to give some examples. Use public exhibition corner time to meet and become more acquainted with possible competitors just as clients. Urge representatives to assemble business cards from, and create associations with, high likely potential workers. Also, dont stop with representatives alone; tap the systems of your social, board, funder, and scholastic associations, as well. In a customer organization, the project supervisor alluded a beloved companion, who was moving back to his home state, for a position. Distant for quite a while, the now new representative had reached the entirety of his companions when he expected to migrate from Chicago to the Detroit zone. The customer profited by the project supervisors arrange and recruited an extraordinary worker. Ensure you promote your enthusiasm for representative referrals. In certain organizations, representative referrals, particularly for difficult to-fill positions, are even compensated with money rewards. Posting every single vacant position, declaring openings at the organization gatherings and sharing development plans with organization individuals will help spread your message. Exploit Your Contacts Pay for representatives to take an interest in and arrange in industry gatherings, meetings, and public exhibitions. Occasionally, make ace arrangements of industry pioneers and other likely representatives from clients, associates, colleagues, and companions. Build up an arrangement for reaching these individuals efficiently and normally. Be set up to impart your expected set of responsibilities to them through the mail, email, on the web, and by fax. Follow up on each great lead. Utilize broad phone organizing. Get individuals for interviews before you have an accessible position. You may even need to consider beginning an occasional organization bulletin to keep your lord arrangements of expected workers, clients and intrigued others state-of-the-art about organization progress and happenings. You can utilize on the web as well as mail circulation to send these out. Searching for the correct relationship to join? Look at this asset: Find Associations, People, and Businesses from the American Society of Association Executives. Utilize Your Website for Recruiting Candidates Does your Join Our Team area of your organization site tell and even, sell, expected workers about the vision, strategic, and culture of your organization? Do you present a message about how individuals are esteemed? Do you express your promise to quality and to your clients? If not, you are passing up one of the most significant enlisting devices you need to speak to forthcoming high-likely workers. Rather than the normal, dryly-composed occupation postings about accessible positions, your site needs to incorporate this vision, this data that separates your organization from others in your industry. Your activity postings must shimmer with a character so a potential up-and-comer thinks, this association is for me. Furthermore, since you have their consideration, you likewise need to give an approach to contender to effectively submit resumes for thought for future positions. One organization enrolling site has a Talk to the President connection and, you better accept, individuals do. They get a steady stream of resumes and contacts through this greeting and even employed a Director of Production who reached here. Another companys HR group post nonexclusive position depictions for places that every now and again need candidates. Individuals react. site enlisting works. Keep in touch With Interested Candidates Dont let these potential workers present their resumes and never get notification from you again either. Youd lose all the force you simply invested energy creating with the supported not many. Similarly as it was suggested before with representative systems and expert contacts, proceed and sustain the relationship. Empower intrigued contender to buy in to the organization pamphlet; consider composing a small scale bulletin only for them. Line up all site entries with a welcome that says thank you for your enthusiasm for our organization. Send an intermittent update about your employment opportunities. Welcome the likely representative to visit your association when they are in the zone. Your expert, continuous contact with intrigued individuals guarantees enlisting achievement. Become an Employer of Choice Consider what a potential representative considers before consenting to join your association or business. Is it accurate to say that you are steady, bringing in cash and developing? Is it accurate to say that you are worker well disposed? Does your central goal get the mindshare and additionally the heartstrings of the individuals you most need to enlist? Will another representative feel some portion of an option that could be greater than themselves in the event that they go along with you? Will your association sustain their ability and give energizing chances to challenge and expert development? On the off chance that you can address these inquiries certifiably, investigate each part of your enrolling procedure to ensure that you are sending these messages. In the event that you need to be a business of decision, you should act like a business of decision. Moreover, you should impart this duty to your forthcoming workers. Individuals search for easily overlooked details - that are huge things -, for example, seeing whether you return calls immediately. They see when all questioners rehash similar inquiries. They know that you reacted to recognize receipt of their resume. They value a call when another person is picked for the activity they needed. (Truly, you despite everything need to send a letter to the individuals you met, however the more casual follow-up is valued.) They feel invited when they can speak with you through email. What's more, being a business of decision is a notoriety you work in your industry that is a useful asset in pulling in top ability. Enroll Using the Internet The web, notwithstanding your own association site, has immediately evolved to turn into the key instrument in enlistment as far as its handiness to businesses, likely representatives, and society, by and large. Figure out how to utilize the web to discover and draw in extraordinary applicants. These are alternatives you can at present consider. Post your situations on proficient affiliation sites. This incorporates nearby part sites or expert affiliations identified with the activity. (This is a great strategy for discovering neighborhood ability.) Post open situations on sites that private sellers or your state and additionally neighborhood government give. Your own state or nation will have proportionate assets for you to utilize. Post your arranged promotion on paper related sites. Most papers have a subsidiary site where you can post promotions. These advertisements are either remembered for the cost of a grouped print promotion (does anybody utilize these any longer with the exception of close nearby occupation postings?) or you can pay for web based posting as it were. Ensure that your enlistment advertisements sell the vision and the upsides of your association. Viable advertisements depict your organization as an energizing and compensating work environment. Compelling occupation postings make individuals need to apply to your firm. Use Headhunters and Recruiters Once in a while, it merits your chance to utilize talent scouts, spotters, and work position firms. The best firms have done quite a bit of this schoolwork and up-and-comer pool improvement for you. Hope to pay 20-35 percent of the expense of the newcomers yearly compensation. Yet, for so

Tell me about yourself is the lazy mans interview question

Tell me about yourself is the lazy mans interview question “Tell me about yourself” is the lazy way The lazy recruiter says Go ahead, tell me about yourself “Tell me about yourself” is the lazy way The Tell me about yourself interview question is an interview ORDER for a JOB with a BOSS that points at you with their index finger.   It is not an interview QUESTION from a MANAGER /COACH for a career or a relationship with a company. It is just as easy to say “your resume is impressive, and I have been looking forward to talking to you about this position.   I would love to hear more about your background” instead of “tell me about yourself”.   Both statements have the same intent, both have a different impact. Some managers want to grill the candidate and stress them.   Personally, and within our company, the culture is such that we want the candidate experience to be a great one even if we know we feel the candidate fit isnt there.   We want the candidate excited about the process, and looking forward to the next interview.   The candidate isnt buying a used car, they are buying a dream and a future.   Even if the candidate isn’t qualified, my goal is to have the candidate walking out of the interview thinking “I WANT TO WORK FOR THAT COMPANY!!”   Seattle is a small town and we may not be able to make a hire on this day, but the candidate could refer us someone else, or, we may be able to work with that person in the future when our needs are different.   The last thing I want is a candidate walking out of the interview process thinking “those guys were jerks” and then telling all of their friends about how they didn’t like our company.   Candidates can be our evangelists and customers.   We have all told our friends and family about the best and worst interview experiences we have gone through. I think that if the candidate is ordered to “Tell me about yourself” in the first few minutes of an interview, it puts the candidate on the spot and we as a company may not hear the candidates entire story.  Subconsciously the candidate is put on the defense.   Yes, it is an opportunity to talk about skill sets, accomplishments, etc, but there is no direction with this question.  There may be situations where we want to stress a candidate and see how they perform.   In that instance, after the interview, I will make sure they know the business reason for the stress so they understand why it was done and doesn’t reflect as badly on our culture/company.   When hiring for Attorneys, PR, Sales or Biz Dev, this tactic may come up.  These are stressful positions where a large element of the position is pitching the company to listeners that dont want to hear the story or may be questioning the story. As someone who is conducting an interview, I only have 30-45 minutes allocated to make a decision.   I don’t want to waste time listening to the candidate go in a direction I don’t care about.   I also think that a little “chit chat” in the beginning can help set the tone for the entire process.   Is sharpening the ax before I cut down the tree the wrong analogy? I prefer to get to know someone personally before I get to know them professionally.   I think it sets the tone and shows a bit of discretion and professionalism.   I try to take the initiative and let them know who I AM.  I try to explain what my role is, how long the interview will last, and let the candidate know that I want to this to be an interactive session and for them to ask questions.   If the candidate is nervous, I will try to ease their mind by talking just a little bit more about what I like about the company, why I joined the company and why I continue to stay. I want the candidate comfortable with us.   Other ways to ask the tell me about yourself question: “What are you most proud of professionally or personally”.   If the candidate answers with a personal achievement like their kids, their family, etc, I can follow-up with “what are you most proud of professionally?” What inspired you to apply for the position?   Why did you choose the school they attended? All of these questions can be asked with a curious tone vs. an antagonistic one. We want to get the candidate talking about a topic they are comfortable with.   From there, we can get a dialogue started. That being said, “Tell me about yourself” is usually one of the first interview questions all candidates are presented with.   Have your elevator pitch down and anticipate it.   Every candidate should be prepared for it.   One Nasty way for a candidate to get around this is to “set the tone of the interview”.   Literally, take control of the interview. As the candidate, after the initial chit-chat, say something to the effect: “thanks for taking the time to meet with me, I have been looking forward to this since I talked with the recruiter.  I dont know if you have had a chance to review my resume, but I am happy to answer any questions you may have about myself OR  I am happy to give you some background and then answer any questions you may have. It is very difficult to say no when given a choice.  You are giving the interviewer a choice.  I can justify this question to the Sales and Biz Dev candidates because they are being interviewed to “sell” on demand.   But if I am doing my job right, I should be able to get this story in a way that doesn’t come across as condescending or antagonistic. If you are interviewing for a position, be prepared for the question.   Some form of this question will be asked and hopefully, you will get the civilized version. See you at the after party, HRNasty nasty: an unreal maneuver of incredible technique, something that is ridiculously good, tricky and manipulative but with a result that can’t help but be admired, a phrase used to describe someone who is good at something. “He has a nasty forkball. If you felt this post was valuable please subscribe here. I promise no spam,