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Social Business Job Descriptions suck…

Why read this?

I’ve been doing competitive research on “digitally savvy” companies; one of our basic process points is to review job openings at each company to examine where talent acquisition and business growth is occurring.

All I can really say is that my perception of most employers hiring social media and digital savvy personnel is like watching someone drive off a cliff.

This process has reminded me that human resources really doesn’t know what they don’t know.

What should they know?

As someone who has been innovating digital business models for over fifteen years I am often plagued by thoughts about how poor job descriptions are when it comes to digital innovation and evolving business models.

From a competitive intelligence standpoint a job description can be the detail of what is both right and wrong within an organization.

Human Resources should know how to write a job description, source candidates, and hire talent

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How to write a resume, interactive personal branding 101

How to write a resume? This was once a simple question.

In the past, a resume really had one purpose… to get our information in front of a specific set of eyes (the hiring manager) and detail our work capabilities.

In today’s marketplace we are now faced with having a “digital presence” that is collected from dozens of sources across the web: ranging from news stories, personal updates from social networks, friends placing information about us online (images, video, commentary), and aggregation sites collecting our information.

As a contributor to many executive campaigns over the years, the basis for writing a resume has remained very consistent: create  a bio, a summary, and an impact “selling” statement.
Trim the fat, but ad enough detail to get your introduction made.

Rather than write your own resume, my recommendation to standout for professionals is to have your network write the resume.

How to Write a Resume ?
It is really simple:
take these five questions Read more